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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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Determination of publication performance: Analysis of organizational culture and leadership style mediated by motivation Hiswara, Abrar; Ali, Hapzi; Sawitri, Ni Nyoman; Rony, Zahara Tussoleha
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3278

Abstract

Purpose: The purpose of this study is to identify the factors influencing publication performance at universities in West Java. Research Methodology: The research applies a quantitative descriptive method using both primary and secondary data. Primary data were collected through questionnaires with a 5-point Likert scale, while secondary data came from relevant academic sources such as Scopus, Web of Science, Elsevier, Sinta, and Google Scholar. The sample size was determined using the Hair formula, and data were analyzed using SmartPLS 4.1.0.0 through outer model, inner model, and hypothesis tests. Results: The study found that organizational culture and leadership style each have a positive and significant effect on motivation, while both variables also positively and significantly influence publication performance. Motivation itself was shown to have a positive and significant impact on publication performance. Furthermore, the results indicate that organizational culture and leadership style each exert a positive and significant indirect effect on publication performance through motivation as a mediating variable. Conclusions: Organizational culture, leadership style, and motivation significantly enhance university publication performance in West Java. Limitations: This study is limited to publication performance in higher education institutions in West Java. Contribution: This study aims to identify factors that influence publication performance, with a focus on organizational culture, leadership style, and motivation.
Improving MSME perfomance through competences and entrepreneurial characteristics Surjanti, Rr. Lulus Prapti Nugroho Setiasih; Mulyantomo, Edy; Triyani, Dian; Kurniawati, Emaya
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3285

Abstract

Purpose: This study aims to analyze the influence of human resource competence, management competence, and entrepreneurial competence on the performance of Micro, Small and Medium Enterprises (MSMEs), moderated by entrepreneurial characteristics. Methodology: The research was conducted on 95 MSME actors from the "Cethik Geni" group in Semarang. Data were collected through questionnaires and analyzed using Partial Least Squares (PLS). Results: This study examines the influence of human resource, management, and entrepreneurial competencies on MSME performance, as well as the moderating role of entrepreneurial characteristics, within the Gerai Kopini (Cethik Geni) MSME Group in Semarang City. The findings indicate that all three competencies positively and significantly enhance MSME performance. Entrepreneurial characteristics strengthen the effect of management competency on performance but do not moderate the influence of human resource and entrepreneurial competencies. Conclusions: This study concludes that strengthening human resource, management, and entrepreneurial competencies is essential for improving MSME performance. Entrepreneurial characteristics play a supportive role by enhancing the effectiveness of management competency, although they do not function as a moderating factor for all competency performance relationships. Limitations: This study is limited to the Cethik Geni MSME Group in Semarang, restricting generalizability. The moderating role of entrepreneurial characteristics was inconsistent, and unexamined contextual and qualitative factors such as leadership, motivation, and teamwork may affect the results. Contribution: Future research is recommended to expand the scope of respondents to various MSME sectors and regions to increase the generalizability of the findings. Furthermore, the research model must include contextual variables such as organizational culture, business environment, and leadership style as moderators or mediators.
The influence of transformational leadership on employee engagement in the context of hybrid work Feriandy, Feriandy
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3293

Abstract

Purpose: This study investigates how transformational leadership influences employee engagement in hybrid work environments, addressing a research gap in understanding leadership mechanisms that operate across both remote and in-office contexts. Methodology/approach: A mixed-methods design was employed by surveying 94 employees reduced from an initial 150 responses following data cleaning and conducting semi-structured interviews with 15 managers. Quantitative data were analyzed using descriptive and inferential statistics, while qualitative data were examined through thematic analysis to deepen the interpretation of the survey findings. Results/findings: The results show that transformational leadership, particularly through idealized influence and inspirational motivation, is positively associated with employee engagement in hybrid settings. Communication quality and trust function as key mediating factors that strengthen this relationship. Conclusion: The study concludes that transformational leadership plays a critical role in sustaining employee engagement within hybrid work arrangements. Effective communication and trust-building emerge as essential leadership practices for maintaining employee commitment across flexible work modalities. Limitations: The generalizability of the findings is constrained by the reduced sample size after data cleaning and the cross-sectional nature of the study. Contribution: This research contributes to the growing literature on hybrid work by contextualizing transformational leadership within blended work environments and by offering practical guidance for leaders seeking to foster engagement through communication and trust-building strategies.
Work environment as mediator between workload and health worker performance Hamsal, Hamsal; Nurman, Nurman; Hamzah, Zulfadli; Arif, Muhammad; Sukri, Al
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3300

Abstract

Purpose: This study aims to investigate the impact of workload on the performance of healthcare workers, both directly and through the mediation of the work environment, at UPTD Puskesmas Batang Gansal. Research Methodology: This study employed a quantitative method using the Structural Equation Modelling (SEM) approach, involving all 103 healthcare workers at UPTD Puskesmas Batang Gansal as a saturated sample. Data were collected through questionnaires, observation, and interviews. The questionnaire employed a Likert scale (1–5), and the data were analysed using SmartPLS 3.0 software. Results: The research findings indicate that workload does not directly affect the performance of healthcare workers, but it significantly impacts the work environment. Additionally, the work environment has been proven to act as a mediator connecting workload and performance, meaning that a conducive work environment can maintain performance even with a high workload. Conclusions: This study shows that workload does not directly affect employee performance, but has an indirect effect through the work environment as a key mediating factor. A supportive work environment enables high performance despite heavy workloads. Limitations: This research is limited to healthcare workers at the Batang Gansal Public Health Centre (UPTD Puskesmas Batang Gansal), with cross-sectional data collected through questionnaires, which makes the results less representative of other institutions and susceptible to subjective bias. Contribution: This research demonstrates that managing workload while improving the work environment is crucial to maintaining productivity.
Enhancing employee financial capability via super-apps: A case study in Semarang Suyati, Sri; Nurchayati, Nurchayati; Soegiastuti, Janti
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3301

Abstract

Purpose: Digital transformation has driven the development of technology-based financial services, including super-apps that integrate various services in one platform. This study aims to analyze the effect of super-apps usage and digital literacy on people's financial behavior, with financial inclusion as a mediating variable. Research Methodology: This study uses a quantitative approach with the Partial Least Squares–Structural Equation Modeling (PLS-SEM) analysis technique. Respondents were 194 people from Semarang City who were active users of super-apps services. Results: The results of the study show that the use of super-apps and digital literacy have a positive effect on financial behavior, both directly and indirectly through financial inclusion. Digital literacy is proven to have the strongest influence on financial inclusion, which then significantly mediates the relationship between digital literacy and financial behavior. Meanwhile, the indirect effect of super-apps usage on financial behavior through financial inclusion is relatively small. Conclusions: These findings emphasize the importance of increasing digital literacy to encourage broader financial inclusion and wiser financial behavior. Limitations: This study is limited to a sample of 194 respondents in Semarang, so the findings cannot be widely generalized. The use of self-report questionnaires may introduce bias. The variables examined are still limited, and the cross-sectional design cannot explain causal relationships. In addition, the study does not differentiate types of super-apps and does not consider structural factors such as income and digital infrastructure. Contribution: May consider adding variables such as trust in fintech, personal financial efficacy, or digital security risks.
Culture and motivation drive airport health performance Pratikno, Yuni; Harahap, Vica; Parmenas, Naik Henokh; Rubadi, Rubadi; Kamar, Karnawi
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3302

Abstract

Purpose: This study examines how organizational culture and work motivation affect employee performance at the International Airport Class I Port Health Office (Terminal 3), and identifies practical implications for improving public health service delivery. Research Methodology: A quantitative, descriptive design was applied using saturated sampling (census) of 66 Terminal 3 employees. Data were collected via questionnaires and analyzed with multiple linear regression in SPSS, supported by validity, reliability, and classical assumption tests. Results: Organizational culture significantly influences employee performance, and work motivation also shows a positive and significant effect. Simultaneously, culture and motivation jointly predict performance, indicating that stronger cultural alignment and higher motivation are associated with better employee outcomes. Conclusions: Improving performance in the airport health service context requires reinforcing a supportive organizational culture and strengthening employee motivation, as both factors work together to enhance performance. Limitations: The study is limited to one unit (Terminal 3) with a relatively small population and relies on self-reported questionnaire data; broader contextual factors (e.g., teamwork, punctuality pressures, service load) may not be fully captured. Contribution: The findings provide actionable recommendations to develop or refine SOPs related to organizational culture and motivation, supporting leadership policy implementation, daily operational effectiveness, and improved service performance in airport health offices.
Motivation, discipline, and competence: Improving employee performance at the Jayapura Regency Office Karim, Latif; Morin, Henderina; Binur, Roland E.
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3307

Abstract

Purpose: This study aims to examine the influence of motivation, discipline, and competence on employee performance at the Jayapura Regency Office. Methodology/approach: The research employed a quantitative approach, involving 51 employees from various departments within the Jayapura Regency Office. Data were collected through structured surveys and analyzed using multiple regression analysis with Partial Least Squares (PLS) to assess the relationship between the independent variables (motivation, discipline, and competence) and the dependent variable (employee performance). Results/findings: The analysis revealed that motivation and discipline have significant positive effects on employee performance, with motivation showing the strongest impact. However, competence was found to have no significant direct effect on employee performance in this organizational context. Conclusion: The study concludes that motivation and discipline are critical factors in enhancing employee performance at the Jayapura Regency Office, while competence alone does not directly improve performance. These findings suggest that organizational leaders should prioritize strategies to boost employee motivation and enforce discipline, while also considering how to better leverage employee competencies through supportive work environments and systems. Limitations: A key limitation of this study is its focus on a single government office, which may restrict the generalizability of the findings to other organizational contexts. Additionally, the use of self-reported data may introduce response biases, and the cross-sectional design prevents establishing causal relationships. Contribution: This study contributes to public sector management by revealing how motivation, discipline, and competence differently affect employee performance, offering practical guidance for government institutions to improve productivity through targeted motivational, disciplinary, and competence-enabling interventions strategies.
Impact of human resources and organizational characteristics on public service standards for BPJS Health patients in Kupang City Seno, Yohanes Ariyanto; Adu, Apris; Lino, Maria Magdalena; Toda, Hendrik
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3322

Abstract

Purpose: This study aims to analyze the impact of human resources and organizational characteristics on the implementation of public service standards for BPJS Health patients at Prof. Dr. W.Z. Johannes General Hospital and Siloam Hospital in Kupang City. BPJS Health is Indonesia's national health insurance program, which provides universal health coverage to its citizens. Research Methodology: The research employs a mixed-methods approach, combining quantitative surveys with BPJS Health patients and qualitative interviews with hospital management and staff. Data were analyzed using statistical methods to compare service standards between the two hospitals and thematic analysis to explore underlying organizational factors. Results: The study identifies significant disparities in the application of public service standards between the two hospitals, influenced by differences in human resource competencies, organizational culture, and management practices. Key findings highlight challenges in service efficiency, patient satisfaction, and adherence to regulatory requirements. Conclusions: The research concludes that human resource quality and organizational characteristics critically shape the delivery of public health services. Strengthening competencies, improving management systems, and fostering a patient-centered culture are essential for enhancing service standards. Limitations: The study focuses on two hospitals in Kupang City Prof. Dr. W.Z. Johannes General Hospital and Siloam Hospital to compare public and private healthcare settings. However, limiting the sample to two institutions and relying on self-reported patient data may reduce generalizability and introduce potential bias. Contribution: This study contributes to public health management by emphasizing the role of human resources and organizational dynamics in achieving equitable and high-quality healthcare services. The findings offer actionable insights for policymakers and hospital administrators to optimize BPJS Health service delivery.
Big Five Personality Traits and executive meta-competencies: Implications for Strategic decision making Fadli, Fauzan; Husainah, Nazifah; Maswanto, Maswanto
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3333

Abstract

Purpose: This study aims to analyze the relationship between Big Five Personality Traits and strategic decision-making effectiveness at the executive level, while exploring the role of intrinsic meta-competencies that emerge when leaders face moments of isolation and make decisions independently. Methodology/approach: Using a mixed-methods design, the study applies Braun and Clarke’s thematic analysis and Interpretative Phenomenological Analysis (IPA). Data sources include Big Five personality assessments of 50 senior executives and in-depth interviews with eight directors from various strategic industries. Results: Findings reveal that openness to experience and conscientiousness consistently correlate with reflective, structured, and visionary decision-making patterns. The study also identifies that intrinsic meta-competencies such as productive solitude, deep reflection, and resilience in isolation enhance the positive manifestation of these personality traits. Conclusion: The research provides a conceptual foundation for developing a more holistic talent development and succession planning framework, integrating personality traits and internal capacities often overlooked in leadership assessments. Limitations: The study focuses on senior executives in strategic industries, limiting generalizability to other leadership levels or sectors. Additionally, qualitative methods may introduce subjective interpretations. Contribution: This study contributes to leadership psychology and talent management by highlighting the interplay between personality, meta-competencies, and decision-making. It offers practical insights for executive coaching, leadership development programs, and organizational succession planning.
Factors influencing Generation Z’s intention to apply for jobs Purnomo, Albert Kurniawan; Barkah, Muhammad Chairil; Adat, Asslam Assa; Safitri, Hanifah
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3336

Abstract

Purpose: The objective of this research is to examine factors that attract labor, such as worker status, working conditions and environment, and career development opportunities, and to analyze their impact on Generation Z's intentions in deciding to apply for a job. Methodology: This research uses a quantitative research method with a survey questionnaire technique and purposive sampling. The data analysis reduces the independent variables into four main factors: company support, work environment, work flexibility, and financial compensation. Results: The results of the SEM-PLS analysis show that not all factors have the same level of influence on Generation Z’s intention to apply for jobs. Among the four variables examined, only work flexibility and the work environment demonstrate a significant effect, while compensation and management support do not show a significant impact. Conclusions: The results show that Generation Z’s intention to apply for jobs is significantly influenced by work flexibility and the work environment, while compensation and management support have no significant effect. This indicates that Generation Z prioritizes non-financial aspects, especially work–life balance and a supportive, technology-oriented work environment. Limitations: The study has limitations in its use of convenience sampling techniques with a relatively small number of respondents and its focus on Generation Z in Bandung City, so the results cannot yet be widely generalized. Contribution: Given the results, managers are advised to prioritize offering competitive financial compensation packages to attract Generation Z job seekers. Furthermore, organizations should foster a supportive work environment, flexibility, and career development opportunities to enhance recruitment strategies for this generation.

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