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[The effect of competence, workload, and incentives on the interest of civil servants to become commitment-making officials in Malaka Regency ]]>
<![CDATA[Seran, Emanuel Rikhardus]]>;
<![CDATA[Kase, Petrus]]>;
<![CDATA[Nursalam, Nursalam]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 2 No. 1 (2022): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v2i1.1127
<![CDATA[Purpose: This study aimed to determine the influence of individual competence, workload, and incentives on the interest of State Civil Servants for the positions of Commitment-Making Officials in Malaka Regency. Research methodology: The type of method in this research is quantitative research method. The sampling techniques used are Non-probability Sampling method and Saturated Sampling technique. The data analysis techniques are simple linear regression and multiple linear analyses. Results: The results of this study are that partially, individual competence, workload, and incentives have a positive but not significant effect on the interest of civil servants in the Commitment-Making Official Positions in Malaka Regency. Individual competence, workload, and incentives simultaneously have a positive and significant effect on the interest of civil servants in commitment-making positions in Malaka Regency. Limitations: Research variables are complex and research results may change in the future. Contribution: The findings of this study can be used as the basis for evaluating the Malaka local government bureaucracy and can be scientific information for students of the public administration program.]]>
<![CDATA[Engaging Employees in Management and Decision-Making Process: A Case Study on “Vision Garments Limited” ]]>
<![CDATA[Pervin, Most. Tahura]]>;
<![CDATA[Begum , Razia]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 2 No. 1 (2022): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v2i1.1225
<![CDATA[Purpose: The key aim of this study was to understand the employee engagement (EE) practice in decision-making from Vision Garment Limited's (VGL) perspective. Research Methodology: Two focus group discussions (FGDs) were conducted based on judgmental sampling to understand the real scenario from two crucial viewpoints. Result: The study revealed employee engagement (EE) practice in decision-making exists in VGL. The key challenges were identified as proper knowledge and qualification, physical dispersion among the parties in some cases, middlemen between the parties, mutual understanding and respect, unwillingness to delegate power, and nonexistence or nonfunctioning of the plant-level trade union. Limitation: The study was just an exploratory type hence some descriptive results based on the above variables need to be explored. In addition, a few causal relationships among the variable can also be tested in this particular research domain. Originality: Most of the earlier researchers could not address Plant level Trade Unionism (TU) can be considered a platform of EE practice. However, this research has addressed the issue as evidence from the real-life investigation. In addition, the garment firms may allow the specialized garment business-related TU practice at the micro-level as a platform for their EE practice.]]>
<![CDATA[Intellectual Capital and Financial Performance of Quoted Manufacturing Firms ]]>
<![CDATA[Chude, Izuchukwu Daniel]]>;
<![CDATA[Chude, Nkiru Patricia]]>;
<![CDATA[Egbunike, Chinedu F.]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 2 No. 2 (2022): September ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v2i2.1251
<![CDATA[Purpose: This study examined the effect of intellectual capital on the financial performance of quoted manufacturing firms on the Nigerian Stock Exchange (NSE). The study specifically evaluated the effect of the value-added intellectual coefficient (VAIC) on Asset Turnover (ATR), Gross Profit Margin (GPM) and Return on Assets (ROA) from 2011 to 2019. Research Methodology: The research design used in the study is ex post facto. Non-probability sampling was the method of sampling that was employed in the investigation. Twenty (20) consumer products manufacturing companies that had been listed on the NSE for nine years made up the final sample. In earlier investigations, this was deemed sufficient for regression analysis. The analysis makes use of secondary data taken from the companies’ annual reports. The information spanned a nine-year span, from 2011 to 2019. Result: There is a non-significant negative effect of value added intellectual coefficient on the Asset Turnover Rate (ATR) of quoted manufacturing firms; however, there is a non-significant positive effect of VAIC on Gross Profit Margin (GPM) and Return on Assets (ROA) of quoted manufacturing firms. Limitation: The main limitation is the duration of time the study was conducted and the delisting of some firms during the period. Contribution: The research adds to the body of knowledge about developing nations, on the nexus of VAIC and financial performance. It reiterates the point that firms should emphasize intellectual capital accounting and disclosure to boost and maintain a motivated workforce and its potentially beneficial effect on firm valuation in this knowledge era.]]>
<![CDATA[Workplace Bullying and Performance of Employees: Manufacturing Firms Perspective in Anambra State ]]>
<![CDATA[Patrick, Okeke Anene]]>;
<![CDATA[Chike , Nwosu]]>;
<![CDATA[Phina, Onyekwelu Njideka]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 2 No. 2 (2022): September ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v2i2.1339
<![CDATA[Purpose: This study determined workplace bullying and how it affects employees' performance, while it specifically examined workplace aggression and how it relates to the occupational stress of workers in the selected manufacturing firms in Anambra State. Research Methodology: The study made use of a survey research design. The population consisted of 167 staff of 10 selected manufacturing and made use of the census method in sampling. The data collection instrument was a Likert-structured questionnaire which was subjected to both validity and reliability tests. Data analysis was done using simple regression and the hypothesis was tested at a 5% level of significance. Result: The finding revealed that a positive relationship exists between workplace aggression and occupational stress and that a 90% change in occupational stress is a result of changes in workplace aggression (R = .904; R2 = 898; F statistics = 7097.588; p-value < .05). Limitation: The study made use of just 10 manufacturing firms which might reduce the inferrability of the work. Contribution: The study provided empirical evidence as to the relationship between workplace aggression and occupational stress in manufacturing firms in Anambra State which appear not to have been done before. Novelty: The study made use of a self-structured questionnaire that took into consideration the operational environment of the firms and the characteristics of the employees and work relationships.]]>
<![CDATA[Emotional Resilience and Employee Performance of Commercial Banks in South-East Nigeria ]]>
<![CDATA[Phina, Onyekwelu Njideka]]>;
<![CDATA[Patrick, Okeke Anene]]>;
<![CDATA[Nwabuike, Chikelue]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 2 No. 2 (2022): September ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v2i2.1352
<![CDATA[Purpose: This study examined emotional resilience and performance in commercial banks in South-East Nigeria as the broad objective and specifically examined the extent employee emotional literacy influence performance in commercial banks in South-East Nigeria. Research Methodology: A survey research design was chosen for the study. The population of the study consisted of 250 staff of 5 selected commercial banks in the studied area. The sample size used, as arrived by the use of Krejcie and Morgan sample size formula was 152. The instrument used for data collection was a Likert-structured questionnaire, which was subjected to both validity and reliability test. The data collected were analyzed through the use of a simple regression technique, and the hypothesis was tested at a 5% level of significance. Result: The result revealed that the correlation coefficient as represented by R is .915, signifying a 92% relationship between the variables while R-Square which represented the coefficient of the determination indicates that an 84% change in the performance of employees is accounted for by changes in employee emotional literacy. Limitation: The inferral powers of this study may be questioned as only a region in Nigeria was examined. Contribution: All the studies looked at empirically did not take cognizance of employee emotional literacy as a measure of employee resilience and none of the studies was carried out in southeast, Nigeria, hence, making this work fill an important gap that served as a contribution. Novelty: This study recognized that emotional literacy could be used to measure employee resilience and thus, represents something new within the context of the research area.]]>
<![CDATA[Systematic Literature Review on Human Resource Management Effect on Organization Performance ]]>
<![CDATA[Adula , Metasebia]]>;
<![CDATA[Kant, Shashi]]>;
<![CDATA[Ayenew Birbirsa, Zerihun]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 2 No. 2 (2022): September ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v2i2.1418
<![CDATA[Purpose: The current study is the outcome of a thorough evaluation of the literature on functionalism in human resource management as it relates to organizational performance. It examines the role of human resource management and looks into various issues with human resource management in firms in such situations. Research Methodology: The theoretical underpinnings are accomplished through a systematic review and subsequent thematic content analysis of literature, including reports from published literature and research papers that have been published. These were critically examined, and the best matching documents were then carefully chosen for inclusion to reach a conclusion. Result: The result emphasizes the necessity for human resource management managers to implement cutting-edge strategies for faculty and staff empowerment so they may traverse the fast-changing environment and perform to their full potential against the odds. To engage stakeholders in amicably avoiding recalcitrance, a conceptual qualitative framework is established and recommended for the functionalism of tailored human resource management. This approach can help managers of human resources find opportunities during this crisis and help them come to significant conclusions about how to address issues and create a positive culture. Limitation: Risks of bias such as selection bias, insufficient blinding, attrition bias, and selective outcome reporting may be among the limitations. Future Implications: By working together to overcome predicted difficulties, this framework can help an educational leader manage stakeholders' expectations and benefit academics and practitioners alike. Novelty: Research novelty was a brand-new concept that might result in new knowledge or contribute to already-existing knowledge.]]>
<![CDATA[Factors affecting household debt to moneylenders ]]>
<![CDATA[Mustika, Mustika]]>;
<![CDATA[Hasanah, Neneng]]>;
<![CDATA[Irfany, Mohammad Iqbal]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 3 No. 1 (2023): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v3i1.1578
<![CDATA[Purpose: Moneylenders, sometimes called 'loan sharks' due to their high interest rates, are informal financial institutions that offer loans not in line with Islamic law. This study analyzes the factors that influence the behavior of households regarding debt to moneylenders. Research Methodology: This research employs descriptive and logistic regression analyses using primary data collected from locals in Jagapura village, Cirebon. Result: The results indicate that basic household necessities determine their debt behavior. However, Islamic financial literacy and increasing income present effective solutions for moneylenders to overcome their debt. Limitation: This study is based on primary data from a specific village, Jagapura, in Cirebon, which may not be representative of all households in debt to moneylenders in other regions or settings. Contribution: The study suggests that Islamic financial institutions should assist unbankable communities needing funds for daily expenses by performing social functions such as offering interest-free loans (qardhul hasan) and providing Islamic social finance. The establishment of sharia compliant savings and loans could also be a solution to usury-related issues.]]>
<![CDATA[The effect of electricity reliability on the sustainability of SMEs in Fako Division of Cameroon ]]>
<![CDATA[Tapang, Felix]]>;
<![CDATA[Mbarika, Irene]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 3 No. 1 (2023): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v3i1.1615
<![CDATA[Purpose: To investigate the effects of the reliability of electricity supply on the sustainability of SMEs in Cameroon. Research Methodology: This study investigates the effects of the reliability of electricity supply on the sustainability of SMEs in Cameroon. The study used a quantitative approach with the philosophical underpinnings of objectivist ontology and positivist epistemology. Primary data were obtained through closed-ended questionnaires that were responded to by 54 purposively sampled participants in the Fako division. The data were analyzed by Structural Equation Modeling (SEM) using SPSS 23 and SPSS Amos 24 software. Results: The study revealed that sporadic electricity supply interruptions, chronic electricity supply interruptions, and momentary electricity supply interruptions have no significant positive impact on the sustainability of SMEs in the Fako Division of the Southwest Region of Cameroon. Limitations: This study had a limitation in methodology, as it used a quantitative approach only. A better understanding of this study’s phenomenon can be achieved by adopting a mixed research method, where the qualitative aspect will provide a deeper understanding of the effects of other variables that affect SME sustainability. Contribution: Based on the results of this study, business managers will come to the understanding that the sustainability of their businesses is not dependent on the reliability of the electricity supply. This means that other variables responsible for the sustainability of businesses can be studied qualitatively.]]>
<![CDATA[The relationship between perceived control and panic buying during the COVID-19 pandemic ]]>
<![CDATA[Olivia, Olivia]]>;
<![CDATA[Jatnika, Ratna]]>;
<![CDATA[Sodjakusumah, Tutty]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 3 No. 1 (2023): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v3i1.1655
<![CDATA[Purpose: This study aimed to examine the negative correlation between perceived control and panic buying during the COVID-19 pandemic. Research Methodology: It was conducted on middle-aged women using WhatsApp were married and were domiciled in Java. The criteria used was convenience sampling with a total of 193 respondents. Perceived control was measured with a questionnaire adapted from Berkenstadt Perceived Personal Control, while panic buying was measured by Lins and Aquino Panic buying Scale. Additionally, a test was conducted to evaluate the correlation coefficient between the two variables. Result: The results showed that middle-aged women using WhatsApp had moderate perceived control and panic buying, indicating no significant negative correlation between the two. Limitation: Uneven demographic proportions and a one-year retrospective period in this study may impact data accuracy due to reliance on respondent recall. Contribution: Providing a new perspective on factors associated with panic buying.]]>
<![CDATA[Work-life balance practices and employee job satisfaction: A case study of Ghana's security industry in Greater Accra ]]>
<![CDATA[Amegayibor, Godson Kwame]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 3 No. 1 (2023): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v3i1.1659
<![CDATA[Purpose: The main goal of this study is to determine how work-life balance factors influence employees' job satisfaction in the security sector. Research Methodology: To sample 115 employees, a quantitative methodology and correlational descriptive design, as well as a census technique, were used. The data were collected using structured questionnaires. The hypotheses were tested using multiple linear regression, and the data were input, processed, and analyzed using SPSS version 20. Results: The findings showed that employees benefit from the organization's work-life balance strategies developed to guarantee that work life is easy for all employees. It also highlighted that several work-life balance elements have a substantial influence on employees' job satisfaction. Limitations: A drawback is that, especially in Ghana's security industry, work-life balance practice has received less attention in the management literature. The study was limited in scope and concentrated on two districts in an urban environment. Contribution: This theory supports the notion that elements of work-life balance influence job satisfaction. Whatever occurred or Any effort made to support employees’ work life would produce definite results when these factors or practices are ingrained into the security service and other organizations’ general policies and programs. This amply demonstrates the importance of work-life balance as a pivot point for employees' ability to meet organizational goals. It is good that the human resource management of every organization pays critical attention to these factors because they will increase job satisfaction and enhance performance.]]>
