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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 234 Documents
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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.
Public accountant performance: The mediation role of organizational commitment Mursal, Mursal; Wibisono, Chablullah; Ngaliman, Ngaliman; Dewi, Nolla Puspita; Basri, Basri
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.v5i2.2869

Abstract

Purpose: This study aims to examine and analyze the direct influence of spiritual motivation, integrity, competence, organizational culture, locus of control, and organizational commitment on the performance of accountants at the Riau Islands Province Public Accounting Firm, and then indirectly test and analyze the influence of spiritual motivation, integrity, competency, organizational culture, and locus of control on accountant performance through organizational commitment. Research Methodology: The population in this study was 102 accountants using the census method, and the entire population was used as a sample. Quantitative data were collected using a questionnaire, and qualitative data were obtained by direct interviews with accountants. Results: From the research results it was found that of the six variables, the one that had the highest influence on performance was organizational commitment (t-value 6.321) and the lowest was spiritual motivation (t-value 2.507). Furthermore, spiritual motivation has the highest influence (t-value 21.893), and integrity has the lowest (t-value 3.467) on organizational commitment. Next, the position of organizational commitment plays the largest role in improving accountant performance and the smallest role is the spiritual motivation variable; the rest is influenced by other variables that were not examined in this study. Conclusions: The influence of dependent variables on independent variables is strong, as is the influence of dependent variables on intervening variables. In this research, all variables have a strong influence on the dependent and intervening variables. Limitations: The dependent variables of this study have not fully provided a definite role for organizational commitment on accountant performance; therefore, it is necessary to add other variables to clarify it.    Contribution: This study serves as a reference for developing an individual behavior model regarding individual characteristics, individual mechanisms, and what individuals produce in public accounting organizations that continue to experience changes in information technology from time to time in the context of reform for progress based on performance as an outcome.
Effect of hybrid working on employee engagement Siddika, Bilkis Afroza
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.v5i2.2892

Abstract

Purpose: During the COVID-19 pandemic, partial homeworking or hybrid working gained popularity among employees and employers across the world. Since then, many organisations continue to implement hybrid working as a high performing work practice (HPWP) to improve employee performance. This study explores the effects of hybrid working on employee work engagement on the scale of the level of energy, work involvement, concentration, and enthusiasm. This study also investigated the factors that influence employee engagement in hybrid work. Research methodology: Using a cross-sectional study design with snowballing sampling technique, interview data of twenty nine IT employees were collected. Interview data were analysed thematically using NVivo software. Results: The qualitative analysis of interview data reveals that despite some factors of homeworking that affect work engagement negatively, hybrid working has potentials to improve work engagement through increasing their work and family life balance and reducing commuting exhaustion. Conclusions: Hybrid working can enhance employee engagement by reducing commuting stress and supporting better work-life balance, particularly in terms of energy and flexibility. However, challenges such as communication barriers and work-family conflicts especially among female employees may hinder its effectiveness. With adequate organizational support and clear structure, hybrid working can serve as a strategic approach to boosting employee engagement. Limitations: Qualitative analysis of only twenty six sample of only one organization is not sufficient for generalizing. A quantitative analysis using data of broader sample may provide a result generalizable to other types of organizations or regions. Contribution: This study contributes to the understanding of factors that influence employee work engagement by emphasizing the benefits of hybrid working to improve employee engagement, an important facilitator of higher performance. Novelty: This research made a comparison between homeworking, onsite working and hybrid working, and explored the factors of different work arrangement that influence employee engagement, an area that has not received enough attention in the existing literature.
Analysis of leadership, capabilities, and organizational culture on employee performance through motivation Jumawan, Jumawan; Ali, Hapzi; Sawitri, Ni Nyoman; Rony, Zahara Tussoleha
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.v5i2.2909

Abstract

Purpose: This study examines the influence of leadership, capability, and organizational culture on employee performance through motivation in the Market XXX. Research Methodology: The method used in this study was descriptive quantitative. The study population consisted of 1,284 employees with a sample of 270 respondents. Primary and secondary data were used in this study. SmartPLS was used as an analytical tool in this study. The tests conducted in this study included the Validity Test, Reliability Test, Inner Model Test, Outer Model Test, and Hypothesis Test. Results: The method used in this study was descriptive and quantitative. The study population consisted of 1,284 employees with a sample of 270 respondents. Primary and secondary data were used in this study. SmartPLS was used as an analytical tool in this study. The tests conducted in this study included the Validity Test, Reliability Test, Inner Model Test, Outer Model Test, and Hypothesis Test. Conclusion: Based on the problem formulation, hypothesis, results, and discussion, it can be concluded that in the XXX market: leadership, capability, and organizational culture each have a positive and significant effect on both motivation and employee performance, either directly or indirectly through motivation Limitations: This study was limited to discussing employee motivation and performance. Generalizations from these findings may be limited by their focus on the XXX market. In addition, although this study used questionnaires/surveys created by the researchers to ensure their relevance, the data used may be subject to bias, such as social desirability or limited disclosure of unfavorable opinions. Contribution: This study contributes to the understanding of the factors that influence employee motivation and performance, such as leadership, capabilities, and organizational culture. Novelty: This study adds new insights into other factors that influence employee motivation and performance, particularly in the XXX market. Thus, it can be used as a reference in future literature.
Mindfulness as a factor in reducing turnover intention in sales employees (the role of work stress and resilience in the process) Kuma, Alexander Abraham Daeng; Ginting, Henndy
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.v5i2.2912

Abstract

Purpose: This study aims to examine the role of mindfulness in reducing turnover intention through work stress, and how resilience moderates this relationship among sales employees in Indonesia’s distribution industry. Methodology/approach: Data were collected from 307 sales professionals through purposive sampling, consisting of employees with at least one year of tenure. Data were analyzed using Structural Equation Modeling (SEM) with SmartPLS 4.0. Results/findings: Results indicate that mindfulness significantly reduces turnover intention by lowering work stress. Work stress fully mediates the relationship between mindfulness and turnover intention. Furthermore, resilience significantly moderates the relationship between mindfulness and work stress, strengthening the stress-reducing impact of mindfulness. Conclusions: Mindfulness plays a critical role in decreasing employees' intention to leave by alleviating work stress, and resilience enhances this effect. Organizations are encouraged to implement structured mindfulness training programs and resilience-building workshops as part of their employee development strategies to mitigate stress-related turnover. Limitations: The study was conducted using samples and populations from only one company and was limited to the sales department. Contribution: This study contributes to the development of HRD management practices by introducing individual interventions focused on mindfulness and resilience. It provides new psychological approaches to reduce turnover caused by work stress.
Determining lecturer performance: Analysis of competence, motivation, and self-efficacy through remuneration Widana, I Dewa Ketut Kerta; Susanto, Primadi Candra; Sadipung, Theresia Oktavia; Pujiati, Herni
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.v5i2.2919

Abstract

Purpose: This study aims to develop hypotheses for future research by reviewing the relationships between competence, motivation, self-efficacy, remuneration, and lecturer performance. ResearchMethodology: A descriptive qualitative approach was employed through a literature review. Secondary data were collected from academic databases including Scopus, Web of Science, Taylor & Francis, Springer, Elsevier, SINTA, DOAJ, and Google Scholar. One empirical study was selected for each variable category to support the review. Empirical findings from the literature were analyzed and synthesized to identify patterns and construct theoretical relationships. Results: The study reveals ten significant relationships: (1) Competence, motivation, and self-efficacy each positively influence remuneration; (2) All three variables also directly affect lecturer performance; (3) Remuneration has a positive effect on lecturer performance; and (4) Remuneration mediates the effects of competence, motivation, and self-efficacy on lecturer performance. Statistical results from reviewed studies show that competence (? = 0.58), motivation (? = 0.49), and self-efficacy (? = 0.45) have strong direct effects on lecturer performance, with remuneration acting as a significant mediator (p < 0.05). Conclusions: Competence, motivation, and self-efficacy are critical factors influencing both remuneration and lecturer performance. Remuneration plays a mediating role, amplifying these effects. The findings provide a theoretical basis for future empirical testing. Limitations: This review focuses exclusively on individual-level variables, excluding organizational and policy-level influences. The generalization of the findings may be limited by the selection of reviewed studies. Contribution: The study contributes to the development of a conceptual framework on lecturer performance and highlights remuneration as a key mediating variable. It offers new insights into performance-related factors in the Indonesian higher education context.
Workload, incentives, and job satisfaction: Their influence on employee retention Prihantoro, Aris; Sutianingsih
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.v5i2.2930

Abstract

Purpose: This study aims to analyze the effect of workload, incentives, and job satisfaction on employee retention. Methodology: The data collection method used a questionnaire conducted on respondents, namely employees of UD. Agung Rejeki with a saturated sampling technique. The data analysis technique in testing the research hypothesis used linear and multiple regression analysis techniques and the Sobel Test. Results: 1) there is a positive and significant effect between workload variables on employee retention; 2) there is a positive and significant effect between incentives on employee retention; 3) there is a negative effect between workload on job satisfaction; 4) there is a positive and significant effect between incentives on job satisfaction; 5) there is a positive and significant effect between workload, incentives, and job satisfaction on employee retention; 6) job satisfaction is able to mediate the relationship between workload and employee retention; 7) job satisfaction is able to mediate the relationship between incentives and employee retention. Conclusions: This study found that workload and incentives have a positive and significant influence on employee retention. However, workload has a negative impact on job satisfaction, while incentives actually increase job satisfaction. In addition, job satisfaction itself has been proven to have a positive and significant effect on employee retention. Job satisfaction also acts as a mediator in the relationship between workload and employee retention, as well as between employee incentives and retention. This shows that to increase employee retention, companies need to pay attention to workload and provide adequate incentives to maintain job satisfaction levels. Limitations: The study was limited to companies in Lampung, the potential for questionnaire bias, the approach was only quantitative, and did not consider external factors such as organizational culture and leadership. Contribution: This research reinforces the importance of implementing GHRM in improving employee performance and organizational sustainability, as well as encouraging follow-up research with qualitative approaches and external factors.
The Influence of self-efficacy, work discipline, and compensation on employee performance through work motivation in textile and garment companies in West Java Sjarifudin, Didin; Widyastuti, Tri; Renwarin, Joseph MJ; Suroso, Sugeng
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.v5i2.2953

Abstract

Purpose: The purpose of this study is to examine the influence of self-efficacy, work discipline, and compensation on employee performance through work motivation in textile and garment companies in West Java. Methodology/approach: This study uses a descriptive quantitative approach with 370 respondents from an unknown population. Data were analyzed using SmartPLS through validity and reliability tests, inner and outer model evaluations, and hypothesis testing to ensure accuracy and reliability of findings. Results/findings: 1) Self-efficacy has a positive and significant effect on motivation; 2) Work discipline has no effect and is not significant on motivation; 3) Compensation has no effect and is not significant on motivation; 4) Self-efficacy has a positive and significant effect on employee performance; 5) Work discipline has a positive and significant effect on employee performance; 6) Compensation has a positive and significant effect on employee performance; 7) Motivation has a positive and significant effect on employee performance; 8) Self-efficacy has a positive and significant effect on employee performance through motivation; 9) Work discipline does not have a positive and significant effect on employee performance through motivation; and 10) Compensation does not have a positive and significant effect on employee performance through motivation. Conclusions: The study reveals that self-efficacy significantly enhances work motivation and performance, with motivation mediating this effect. Work discipline improves performance but not motivation, while compensation has no significant influence. Only self-efficacy indirectly boosts performance through motivation, highlighting motivation’s pivotal role in driving employee effectiveness and productivity. Limitations: This study is limited to Employee Performance and Work Motivation. Contribution: This study contributes to the understanding of factors that influence employee performance, focusing on factors such as self-efficacy, work discipline, compensation, and work motivation.
Employee ambidexterity: The influence of entrepreneurial orientation on increasing competitive advantage in the tourism industry Khusna, Khanifatul; Hari Sukarno; Salma Fauziyyah
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.v5i2.2965

Abstract

Purpose The aim of this study is to examine how ambidexterity capabilities (exploration and exploitation) and entrepreneurial orientation contribute to competitive advantage in East Java's tourism industry. Methodology/approach: The research was conducted in East Java's tourism sector, involving a survey of 230 tourism managers selected through purposive sampling. The data was analyzed using path analysis with mediation tests and t-tests through SmartPLS to examine the relationships between the study variables. Results/findings: This study found that Entrepreneurial Orientation (EO) enhances both exploratory and exploitative ambidexterity, which promotes innovation and efficiency. Although EO directly enhances competitive advantage, its impact varies across the dimensions of ambidexterity. Exploratory ambidexterity weakens the relationship between EO and competitive advantage, while exploitative ambidexterity strengthens it. This suggests that balancing innovation with execution is key to sustaining success in the market. Conclusions: The research concludes that tourism organizations in East Java should focus on developing ambidexterity exploitation capabilities to maximize the benefits of their entrepreneurial orientation for achieving competitive advantage. The balanced management of external challenges proves more crucial than internal resource management in this context. Limitations: A limitation of the study is its focus on East Java's tourism industry and its use of purposive sampling, which may affect the generalizability of findings to other regions or sectors. Contribution: This study contributes to tourism management literature by empirically testing the ambidexterity-competitive advantage relationship in an underexplored context. The findings provide practical insights for tourism managers on strategically allocating resources between exploration and exploitation activities to enhance their competitive position.
Sustainable HRM in the face of climate change: building organizational resilience through green human capital practices Rosyafah, Siti; Wanda Gema Prasadio Akbar Hidayat; Nitawati, Elly Yuniar
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.v5i2.2966

Abstract

Purpose: As climate change continues to pose unprecedented challenges to organizational sustainability, the role of Human Resource Management (HRM) is undergoing a critical transformation. Methodology/approach: This study investigates the integration of sustainable HRM practices particularly green human capital development as a strategic response to environmental uncertainty. Employing a mixed-methods approach, this research combines a systematic literature review with a survey of HR professionals across sectors vulnerable to climate-related disruptions. Results/findings: Findings reveal that organizations adopting green HRM frameworks such as environmentally aligned recruitment, green training, eco-driven performance management, and sustainability-based leadership development are more likely to exhibit adaptive capacities and long-term resilience. Conclusions: Furthermore, the study identifies key enablers and barriers in embedding green human capital practices into existing HR systems. Limitations: The results underscore the need for HRM to evolve beyond administrative functions and actively contribute to ecological stewardship and strategic resilience. Contribution: This research contributes to the growing discourse on sustainable organizational practices by positioning HRM as a pivotal agent in aligning human capital strategies with climate action imperatives.

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