Annals of Human Resource Management Research
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.
Articles
234 Documents
<![CDATA[Psychological capital, leader-member exchange, and job involvement in shaping innovative behavior and work habits: Evidence from a non-banking financial entity in Jawa and Papua ]]>
<![CDATA[Mustajab, Duta]]>;
<![CDATA[Darmayanti, Novi]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 4 No. 2 (2024): September ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v4i2.3003
<![CDATA[Purpose: This study examines the influence of psychological capital, leader-member exchange, and job involvement on employees’ innovative behavior and work habits in the context of organizational transformation. Methodology: Using a sample of 403 employees from a state-owned Non-Banking Financial Entity (NBFE) operating across Jawa and Papua provinces, the study analyzes how individual and relational factors contribute to developing sustainable work practices, with innovative behavior as a mediating variable. Structural equation modeling with bootstrapping was applied to test the hypothesized relationships. Results: The results show that psychological capital and job involvement significantly enhance innovative behavior, which in turn positively affects employees’ work habits. Innovative behavior also mediates the relationship between psychological capital and job involvement with work habits. In contrast, leader-member exchange demonstrated a direct positive effect on work habits but no significant effect on innovative behavior or its mediating pathway. These findings highlight the pivotal role of employees’ psychological resources and engagement in fostering creativity and consistent, adaptive work behavior, while underlining the need for context-sensitive leadership strategies. Limitations: This study is limited by its focus on a single non-banking financial organization, which may affect the generalizability of the results to other sectors. Additionally, cultural differences between Java and Papua may influence perceptions of leadership and organizational behavior, requiring careful contextual interpretation. Contribution: The study contributes to the organizational behavior literature by providing empirical evidence on the mechanisms linking individual and organizational factors to sustainable employee performance in a culturally diverse and transforming financial institution.]]>
<![CDATA[The influence of adversity quotient on nurses’ job performance during the COVID-19 Pandemic at Batam City Health Centers ]]>
<![CDATA[Syarif, Arman]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 4 No. 2 (2024): September ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v4i2.3248
<![CDATA[Purpose: This study explores the effect of Adversity Quotient (AQ) on nurse job performance, with motivation as a mediating factor, especially during the COVID-19 crisis. Methodology: Employing a quantitative, explanatory research design, the study collected data from 137 nurses at community health centers (Puskesmas) in Batam, Indonesia. Data were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) to examine both direct and indirect effects. Results: AQ significantly boosts motivation but does not directly affect performance. Motivation has a strong positive impact on performance and fully mediates the AQ–performance link, showing that resilience must be channeled through motivation to influence behavior. Conclusions: The research concludes that AQ alone is insufficient to enhance performance it requires the presence of motivation to translate resilience into tangible outcomes. This highlights the importance of fostering motivational support in healthcare environments Limitations: The study’s generalizability is limited to nurses in Batam and is constrained by its cross-sectional design and self-reported data, which may introduce bias. Contribution: This study strengthens the integration of adversity quotient theory with self-determination theory by validating the mediating role of intrinsic motivation. It contributes a psychological model where motivation serves as a catalyst for transforming resilience into effective job behavior.]]>
<![CDATA[The mediating effect of innovation on the relationship between managerial ability and competitive advantage of Bandar Lampung MSMEs ]]>
<![CDATA[Oktaria, Eka Travilta]]>;
<![CDATA[Raras, Pungky Nanda]]>;
<![CDATA[Alam, Iskandar Ali]]>;
<![CDATA[Barusman, Andala Rama Putra]]>;
<![CDATA[Habiburrahman, Habiburrahman]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v5i2.3555
<![CDATA[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.]]>
<![CDATA[Battle with Covid-19: the best recommendations for business professionals ]]>
<![CDATA[Dissanayake, Dinusha]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i1.321
<![CDATA[Purpose: Workforce healthiness is presently considering the cutting-edge duty in any organization today. The motive of this effort is to provide the best recommendations for business professionals for the survival of their business. Research methodology: The study was inductive and qualitative which conducted a methodical critique of literature as desk research. Pieces of writing in 2019 and 2020 have been reviewed. The content analysis is used as the analysis technique. Results: The researcher recognized workforce protection, business continuity, financial crisis management, contingency planning, and review as five themes associated with the core recommendations for business professionals throughout the corona rampant. Limitations: the secondary data and content analysis may cause subjective limitations to the study. Contribution: Throughout the study, business professionals can review core practices that can adapt in the enterprise under the Coronavirus. Thus, they can use research findings for strategy formulation in the future. Keywords: Covid-19, Recommendations, Business professionals]]>
<![CDATA[Society participation in the village fund program for development in Kletek village, Central Malaka sub-district, Malaka regency ]]>
<![CDATA[Nahak, Jimy Handry]]>;
<![CDATA[Kase, Petrus]]>;
<![CDATA[Kelen, Pius Bumi]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i1.323
<![CDATA[Purpose: The purpose of this research was to describe and analyse society participation in the Village Fund for Development Program in Kletek Village, Central Malaka District, Malaka Regency. Research Methodology: This research is qualitative in nature. The informants who were selected purposively were 21 people. Results: The findings in this study are that society does not participate because the village apparatus is less open in capturing society’s aspirations, and there is no publication to the society so that it appears that government officials tend to be closed off about the use of funds. Limitations: The limitation of this research is that the research only focuses on the Kletek Village society’s participation in the Village Fund Program. Contribution: This research becomes scientific information for public administration program. Keywords: Participation, Decision making, Implementation, Use, Evaluation]]>
<![CDATA[A contribution to the human capital investment debate vis-à-vis economic growth: the case for Nigeria ]]>
<![CDATA[ANOCHIWA, Lasbrey]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i1.364
<![CDATA[Purpose: Human capital development is essentially vital in enhancing economic growth and Nigeria needs to grow. This study investigates the contribution of human capital to growth in Nigeria. Research methodology: We have disaggregated the article's variables into different models, for a better result. We employed the Autoregressive Distribution Lag (ARDL) framework to examine the relationship between the variables. E-views software was used as applied in Akbari, Chude and Chude (2013). Result: The result shows that there exists a long-run relationship between the human capital indices, education and health in Nigeria and economic growth. Though the coefficient is positive but has a statistically insignificant relationship with human capital development and economic growth. Limitation: The study was hindered by the availability of data. Contribution: It is satisfactory to know from the study that human capital is still relevant in explaining growth in Nigeria. Keywords: Human capital, Economic growth, Development]]>
<![CDATA[Factors affecting the turnover intention among employees in Penang manufacturing industry ]]>
<![CDATA[Ooi, Tin Phang]]>;
<![CDATA[Teoh, Kok Ban]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i1.379
<![CDATA[Purpose: The objective of the present study is to examine how work engagement, job demands and organizational commitment affect turnover intention among employees in Penang manufacturing industry. Research Methodology: Quantitative approach will be used in this study by distributing the online questionnaire to collect data from a sample of 75 employees drawn from manufacturing companies in Penang, Malaysia. Results: The present study found out that work engagement and job demands have no significant relationship with turnover intention. Besides, the present study indicates that organizational commitment is negatively related to turnover intention. Limitations: In this research, only 75 employees from Penang manufacturing industry had participated in the study. Since this small number of employees could not represent the entire Malaysia population, the future research should expand to involve a bigger sample of employees from Malaysia manufacturing industry to collect more reliable results. Contribution: The findings of this research provide benefits to the Federation of Malaysian Manufacturing (FFM) and manufacturing companies as they can understand the devastation effects of turnover and be equipped with strategies to decrease the turnover rate. Keywords: Employee, Job demands, Manufacturing industry, Organizational commitment, Turnover intention, Work engagement]]>
<![CDATA[Factors influencing the SME business success in Malaysia ]]>
<![CDATA[Lim, Chin Hui]]>;
<![CDATA[Teoh, Kok Ban]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i1.380
<![CDATA[Purpose: The research aimed to investigate the factors that influence SME business success in Malaysia. Research methodology: This study employed a quantitative research design and used a paper-based online questionnaire to collect data from 100 SME entrepreneurs in Malaysia. Smart PLS 3.2.8 was used to analyse the data collected in this study. Results: The study concluded that the factors of entrepreneurs’ personalities traits and effective marketing have no significant relationship with SME business success, while the strategic planning and management is significantly positive related to SME business success. Limitations: The present study had a small number of respondents to obtain more accurate results. Contribution: The results can be useful to optimise the local SME business performance by presenting the factor that is significantly and positively influencing business success. This study makes a new attempt to demonstrate the effect of strategic planning and management on SME business success in Malaysia. Besides, the research emphasises the importance of implementation of strategic planning and management in SME business to enhance the rate of business success. Keywords: Business success, Malaysia, SME]]>
<![CDATA[Reward strategies and job satisfaction in private companies: a case of Uganda Breweries-Luzira ]]>
<![CDATA[Ochwo, Boniface Okello]]>;
<![CDATA[Mwesigwa, David]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i1.406
<![CDATA[Purpose: This study aimed to determine the relationship between reward structures and employee job satisfaction at Uganda Breweries, Port Bell in Luzira. Research methodology: It was cross-sectional, quantitative though involving qualitative elements. The study involved 150 respondents sampled using purposive and convenience sampling strategies. Data was collected using a self-administered questionnaire and an interview guide. The findings reveal a significant positive relationship between financial rewards structures and employees' job satisfaction at Uganda Breweries. Results: The findings suggest a significant positive relationship between non-financial rewards structures and employees' job satisfaction at Uganda Breweries Port Bell at Luzira. The findings further advocate for enhanced attention linking promotions to job satisfaction of employees at Uganda Breweries. It is concluded that financial rewards, non-financial reward strategies and promotions had a highly positive significant relationship on employee job satisfaction at Uganda Breweries-Luzira. Limitation: This study was limited to Uganda Breweries at Port Bell, a private company and so its findings may not easily be generalised across organisations. Contribution: The results can be useful to private-sector managers. Keywords: Financial rewards, Non-financial reward, Job satisfaction, Decision-making, Income]]>
<![CDATA[Examining the quality of work life: empirical testing indicators in the public organisation ]]>
<![CDATA[Zahedy, Mohammad Reza]]>;
<![CDATA[Jafari, Seyyed Asghar]]>;
<![CDATA[Ramezan, Majid]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 2 (2021): September ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i2.503
<![CDATA[Purpose: The present study aimed to identify employees’ quality of work life indicators in public organisations and provide necessary context to improve system accountability and employees’ needs in organisations. Research methodology: To identify quality of work life indicators, authors studied theoretical research basics entirely and by considering elites’ ideas, identified main indicators by a descriptive – survey technique. Result: Based on research findings, 15 constituents were identified as work life quality indicators. Research results indicate undesired quality of work life among employees at public organisations. Of identified constituents, Safe and healthy working conditions and organisational conflict are the most important and job satisfaction and Pay/benefits are the lowest important factors. Limitations: The results only extend the understanding of the role of quality of work life in organisational effectiveness and have implications for human resource managers that may not be applicable for other positions. Contribution: The study results help organisations identify the elements that affect the QWL and help them plan to increase organisational effectiveness by increasing employee satisfaction and motivation.]]>
