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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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Determining the performance of public sector organizations: An analysis of competence, motivation, career paths, and compensation through job satisfaction Sismiati, Sismiati; Susanto, Primadi Candra; Gunawan, Aang; Fahriza, Basri
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.v5i4.3365

Abstract

Purpose: The purpose of this study is to examine the influence of competence, motivation, career path, competence, and job satisfaction on organizational performance in public sector companies in Indonesia. Methodology: This study employs a descriptive qualitative approach using a comparative literature review method. Data were collected from previous relevant studies obtained through reputable academic databases, including Thomson Reuters, Springer, Taylor & Francis, Scopus, Emerald, Elsevier, Sage, Web of Science, Sinta 2–5 Journals, DOAJ, EBSCO, Google Scholar, Copernicus, and digital reference books to analyze relationships among key variables. Results: The findings indicate that competence, motivation, career path, and compensation each positively influence job satisfaction and organizational performance. Job satisfaction also directly enhances organizational performance. Furthermore, competence, motivation, career path, and compensation indirectly affect organizational performance through the mediating role of job satisfaction. Conclusions: Competence, motivation, career path, and compensation significantly enhance job satisfaction and organizational performance in Indonesia’s public sector. Limitations: This study is limited to Organizational Performance and Job Satisfaction in the public sector in Indonesia. Contribution: This study examines how competence, motivation, career path, compensation, and job satisfaction influence public sector organizational performance.
The effectiveness & efficiency of e-invoice and company tax compliance in Bogor City Pranaja, Rifqi Alpharizq; Hendayani, Ratih
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.v5i4.3377

Abstract

Purpose: This study examines whether the effectiveness and efficiency of Indonesia’s e-Invoice (e-Faktur) system and trust in government influence corporate tax compliance among firms in Bogor City. Research Methodology: A quantitative design was employed using a structured questionnaire administered to 200 corporate taxpayers that have used e-Invoicing. Data were analyzed through multiple linear regression (SPSS). Measurement quality was supported by validity, reliability (Cronbach’s Alpha), and classical assumption tests. Results: The findings indicate that e-Invoice effectiveness positively and significantly affects corporate tax compliance (?=0.657; p<0.05). e-Invoice efficiency also shows a positive and significant effect (?=0.317; p<0.05). In contrast, trust in government is significant but negatively related to compliance (?=-0.215; p<0.05), suggesting that compliance in a digitally monitored environment may be driven more by system enforcement and procedural certainty than by institutional trust. Collectively, the three predictors explain 55.4% of the variance in corporate tax compliance (R²=0.554). Conclusions: Improving the usability, reliability, and administrative speed of e-Invoicing can strengthen corporate tax compliance, while efforts to enhance service quality, transparency, and integrity are needed to address trust-related barriers. Limitations: The study is limited to Bogor City and does not incorporate broader external determinants (e.g., service quality, digital literacy, economic constraints). Contribution: This research extends e-tax compliance literature by simultaneously testing effectiveness, efficiency, and trust within the context of Indonesia’s tax digitalization and offering policy directions to optimize e-Invoice implementation.
The mediating role of crew health in service quality Gabriella, Joanna; Setiawan, Edhie Budi; Octora, Theresye Yoanyta; Kholdun, Amrulloh Ibnu; Agusinta, Lira
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.v5i4.3410

Abstract

Purpose: This study examines the relationship between ship chandler service quality (specifically responsiveness, reliability, and product quality) and crew satisfaction, with crew health as a mediating variable. The research highlights the critical role of ship chandler services in supporting crew well-being, especially when access to essential supplies was restricted. Research Methodology: This quantitative study surveyed 150 crew members from 52 PIS-owned vessels using PMSol services, selected through purposive sampling, and analyzed the data using Partial Least Squares Structural Equation Modeling (PLS-SEM). Results: The findings reveal that crew satisfaction is significantly influenced by responsiveness, reliability, and product quality. Moreover, crew health acts as a mediating variable, strengthening the impact of service and product quality on satisfaction. High-quality, reliable, and responsive services (both directly and indirectly) enhance crew happiness and well-being. Conclusions: Ship chandler services that are responsive, reliable, and provide high-quality products not only meet logistical needs but also enhance crew well-being and satisfaction. Recognizing crew health as a key factor can help maritime service providers design more human-centered support systems, especially during challenging times like a pandemic. Limitations: The study focuses solely on crew members aboard PIS-owned vessels using PMSol services, which may limit the generalizability of the findings to other companies or contexts. Contribution: Study highlights crew health as key mediator, linking service quality to satisfaction in maritime services.
Improving the SDGs through Green HRM, Green Training, and Innovative Leadership Nurakhim, Bambang; Pratikno, Yuni; Arini, Dewi Ulfa; Lestari, Amin; Yuniria Zendrato
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.v5i4.3442

Abstract

Purpose: To analyze the influence of Green Human Resource Management (Green HRM), Green Training, and Innovative Leadership on the achievement of the SDGs. The theories used include the Resource-Based View and organizational sustainability concepts. Research Methodology: Employed a quantitative approach with data collection through questionnaires distributed to 150 respondents from various service subsectors. Data were analyzed using Partial Least Square-Structural Equation Modeling (PLS-SEM) with SmartPLS 4.0 software. Results: Indicate that: 1) Green HRM has a positive and significant effect on SDGs achievement; 2) Green Training has a positive and significant effect on SDGs achievement; 3) Innovative Leadership has a positive and significant effect on SDGs achievement; 4) Simultaneously, the three variables explain 48.3% of the variance in SDGs achievement. Conclusions: Suggest that Green HRM plays an important and positive role in supporting the achievement of SDGs. Green Training also significantly contributes to enhancing organizational capacity to reach these goals. Additionally, Innovative Leadership is found to positively influence SDGs achievement. Limitations: Implications highlight the importance of integrating green practices in HR management, sustainability training, and innovative leadership to support SDGs agenda at the corporate level Contribution: It is suggested that service companies further strengthen the implementation of Green HRM, Green Training, and Innovative Leadership to achieve the SDGs.
The role of workforce diversity in shaping employee inclusion in organizations Karsudjono, Anthonius; Kadir, Abdul; Ritawaty, Noor; Fatih, Hardika Muhammad; Audah, Ali
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.v5i4.3459

Abstract

Purpose: This study investigates how Generational Diversity (GD), Gender Diversity (GE), Disability Orientation (DO), Socioeconomic Status (SES), and Cultural Values (CV) influence Employee Inclusion (EI) in medium- and large-scale organizations in Indonesia. Research Methodology: A quantitative, causal-explanatory design was applied using survey data from 150 employees collected via structured questionnaires on a 5-point Likert scale. Data were analyzed using PLS-SEM with bootstrapping (1,000 resamples) to assess measurement reliability/validity and test structural relationships. Results: Findings indicate that all five diversity-orientation constructs positively and significantly affect Employee Inclusion. Cultural Values and Generational Diversity show the strongest effects, while Gender Diversity, Disability Orientation, and Socioeconomic Status also contribute meaningfully. The model explains about 66% of the variance in EI (R² ? 0.661), and all paths meet significance criteria (t > 1.96; p < 0.05). Conclusions: Employee inclusion is strengthened when organizations intentionally cultivate culturally respectful environments, encourage intergenerational collaboration, ensure gender equity, support employees with disabilities, and reduce SES-based barriers through fair HR practices. Limitations: The study is cross-sectional, context-specific, and relies on self-reported data, which may limit causal inference and generalizability. Contribution: This research integrates multiple diversity dimensions into a single predictive framework, offering evidence-based priorities for leaders and policymakers to design targeted inclusion strategies that enhance engagement and organizational effectiveness.
Strategic framework AI-driven HRM, hybrid work, psychological welfare, sustainable talent development, and governance of HR against HR future trends Ridwan, Ahmad; Sustiyatik, Enni; Jauhari, Tontowi
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.v5i4.3461

Abstract

Purpose: This study aims to develop and empirically validate an integrative strategic framework linking AI-driven HRM, hybrid work, psychological welfare, sustainable talent development, and HR governance in predicting future-ready HR within digitally transforming organizations. Research Methodology: A quantitative approach using SmartPLS-SEM was applied to analyze survey data from 150 HR managers, supervisors, and practitioners across multiple industries in Indonesia. The model evaluated reliability, convergent validity, structural relationships, effect sizes, and predictive relevance. Results: Findings confirm that all five constructs significantly and positively influence future-ready HR. AI-driven HRM improves strategic decision-making and predictive analytics; hybrid work enhances flexibility; psychological welfare strengthens engagement; sustainable talent development builds long-term workforce capability; and HR governance reinforces fairness and ethical practices. The model shows strong explanatory power (R² = 0.713), with all path coefficients significant (p < 0.05). Conclusions: A multidimensional, integrative HRM model is essential for preparing organizations for future challenges. The synergy between technological innovation, employee well-being, continuous talent development, and ethical governance forms the foundation of resilient and future-ready HR systems. Limitations: The study uses a cross-sectional design, a relatively limited sample size, and excludes other potentially relevant predictors such as organizational culture, leadership style, and digital maturity. Contribution: This study advances HRM literature by presenting an empirically validated, holistic model that integrates technology, human factors, and governance, while offering practical guidance for sustainable and human-centered HR strategies.
Strategic management of digital transformation in Rural Banks: Evidence from Depok City in the open banking era Jati, Prihatina; Milisani, Meirna; Firdaus, Ahmad
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.v5i4.3474

Abstract

Purpose: This study aims to analyze the effects of technology infrastructure, security and regulatory compliance, and human resource readiness on the collaboration of Rural Banks (BPR) with fintech and the open banking ecosystem, with digital service adoption as a moderating variable. Research Methodology: This research applied an associative quantitative method with a survey approach. Data were collected from 44 respondents representing 23 BPRs in Depok City. Respondents included executive officers, IT staff, and board members. The instrument used was a questionnaire distributed via Google Forms, and data analysis was performed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) with SmartPLS 4 software. Results: The findings show that human resource readiness has a significant positive effect on BPR–fintech collaboration. Technology infrastructure as well as security and regulatory compliance demonstrate no significant influence. Digital service adoption shows a positive but non-significant effect, although it moderates the negative influence of technology infrastructure. The research model obtained an R² value of 0.601, indicating a moderate explanatory power. Conclusions: The study concludes that human resources are the most critical determinant of successful BPR digital transformation and collaboration with fintech. Technical and regulatory factors contribute positively but insignificantly, while digital service adoption primarily plays a moderating role. Limitations: This study is limited to BPRs in Depok City with a relatively small sample size. Thus, the findings may not be generalizable to other regions or banking institutions. Contribution: This study contributes to the literature on financial digitalization by highlighting the central role of human resource readiness in fintech collaboration. Practically, it offers insights for BPR management, regulators, and policymakers in designing strategies to strengthen HR competence and digital adoption in the context of open banking.
Professional commitment mediates the effects of discipline, environment, and motivation on employee performance at Indonesia’s Ministry of Agriculture Riskarini, Dian; Putriana, Lies; Prakoso, Roy; Martiza, Sharla
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.v5i4.3593

Abstract

Purpose: This study aims to analyze the direct influence of work discipline, work environment, and work motivation on employee performance at the Secretariat of the Directorate General of Plantations, Ministry of Agriculture of the Republic of Indonesia, and the indirect effect through professional commitment as a mediating variable. Research Methodology: The research employs a quantitative method with a mixed design approach combining both verification and descriptive research. Data were collected using a questionnaire distributed to 155 employees at the Secretariat of the Directorate General of Plantations, Ministry of Agriculture. Data analysis was conducted using Multiple Linear Regression Analysis and Path Analysis with Structural Equation Modeling (SEM) PLS software. Results: The results indicate that work discipline, work environment, and work motivation have a significant impact on employee performance, both directly and indirectly through professional commitment as a mediator. Conclusions: The study concludes that improving work discipline, work environment, work motivation, and professional commitment can enhance employee performance in the public sector, particularly within the Secretariat of the Directorate General of Plantations. Limitations: The research is limited to employees of the Secretariat of the Directorate General of Plantations and does not consider other external variables that may influence employee performance. Contribution: This study provides practical guidance for improving employee performance in the public sector through a holistic approach that includes work discipline, work environment, work motivation, and professional commitment. Additionally, the conceptual model developed can be applied to similar institutions.
Employees as key resources and activities of tour and travel business model canvas Djumrianti, Desloehal; Afrizawati, Afrizawati; Sastrawinata, Hendra; Putri, Dinda Yuniarti Akmil; Apista, Abel; Putri, Youland Dwi
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.v5i4.3624

Abstract

Purpose: The research aims to provide insights on how to optimize employees' contributions as indispensable using the tourism business model, helping companies better strategize and innovate their key resources and activities. Methodology/approach: The study, conducted in Palembang, used semi-structured interviews, document analysis, and focus group discussions. Nine tour and travel agencies were selected from 110 ASITA members using Slovin's formula. Data were analyzed using the Miles and Huberman model. Results/findings: The study identified key failures in tour and travel companies, including poor Human Resource Management (18%), inadequate role definition (17%), insufficient investment in employee development (13%), lack of strategic HR policies (14%), balancing cost and employee experience (11%), poor communication and support systems (15%), and external competition and workload stress (12%). Additionally, factors such as lack of knowledge, skills, experience, creativity, and commitment contributed. The study concluded that employees play a crucial role in the success of tour and travel agencies. Conclusion: The study found that recognizing employees as the most valuable asset in the tour and travel industry is essential. Their roles not only significantly influence the success of the business but also highlight that human resources are the key element in this sector. Limitations: Due to time and cost constraints, only 8.1% of ASITA members responded to this study; all were general travel agencies, with only one Hajj and Umrah company. Future studies will investigate all tour and travel agencies that are members of ASITA in South Sumatra. Contribution: This study will specifically assist tour and travel agents in Palembang to enhance their businesses by leveraging employees as key resources and activities.
Female CFOs, Earnings Quality, and the Cost of Capital: Evidence from Indonesian Listed Firms (2015–2024) Marwan, Jubery; Ariani, Meiliyah; Sekar, Aji Yoga
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.v5i4.3779

Abstract

This study examines whether female chief financial officers (CFOs) improve earnings quality and reduce the cost of capital in Indonesian listed firms, and whether earnings quality mediates the relationship between female CFO presence and financing costs. Using an unbalanced firm-year panel of non-financial companies listed on the Indonesia Stock Exchange for 2015–2024, the analysis employs fixed-effects regressions with year effects to control for unobserved time-invariant firm heterogeneity and common macro shocks. Earnings quality is primarily measured using accrual quality based on the Dechow–Dichev accrual estimation error framework, with absolute discretionary accruals as a robustness proxy. The cost of capital is operationalized using the cost of equity (CAPM-based), cost of debt, and an integrated measure (WACC). Results indicate that female CFO presence is associated with significantly higher earnings quality, reflected in lower accrual estimation error and lower absolute discretionary accruals. Consistent with information-risk pricing, poorer earnings quality is positively associated with higher costs of equity, debt, and overall capital. Mediation tests using bootstrap confidence intervals show that earnings quality partially mediates the relationship between female CFO presence and the cost of capital, while a remaining direct effect, particularly for equity-related outcomes, suggests an additional governance credibility or signaling channel beyond accounting-based earnings-quality measures. Robustness checks using alternative standard error structures, alternative earnings-quality proxies, and lagged specifications yield consistent inferences. Overall, the findings highlight the CFO as a micro-foundation of reporting credibility and suggest that financial leadership and reporting discipline can function as a cost-of-capital strategy in emerging markets characterized by heterogeneous disclosure and concentrated ownership.

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