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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 266 Documents
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Electronic word of mouth, purchase intention, and loyalty in West Java broadband with happiness as a moderator Ramdan, Asep Muhamad; Nurmala, Resa; Komariah, Kokom; Jhoansyah, Dicky
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.v5i2.3407

Abstract

Purpose: This study aims to examine how electronic word of mouth (eWOM) specifically information quality, quantity, and credibility influences purchase intention and customer loyalty among IndiHome subscribers in West Java. Additionally, it tests whether happiness moderates the relationship between purchase intention and loyalty. Methodology: The research employed a quantitative, cross-sectional design using stratified random sampling of 257 IndiHome subscribers across multiple municipalities in West Java. Data were collected through structured questionnaires and analyzed with Partial Least Squares Structural Equation Modeling (PLS-SEM) to evaluate measurement validity, reliability, mediation, and moderation effects. Results/findings: Findings show that information quality and quantity significantly increase purchase intention, while credibility has no direct effect. Purchase intention strongly predicts loyalty. Quantity and credibility indirectly affect loyalty through intention, whereas quality does not. Happiness moderates intention–loyalty, strengthening the conversion of intention into sustained customer loyalty. Conclusion: The study concludes that clear and abundant eWOM cues are effective in shaping purchase intention, which serves as a key determinant of loyalty. Positive affect in the form of happiness amplifies this relationship, highlighting the importance of both cognitive and emotional drivers in loyalty formation. Limitations: The cross-sectional design limits causal inference, and reliance on self-reported measures may introduce bias. The provincial focus on West Java may also restrict generalizability. Contribution: This research extends eWOM theory by integrating informational attributes with affective moderation, offering both theoretical insights and managerial implications. Broadband providers are advised to improve information clarity, posting frequency, and service experiences that enhance customer happiness to foster sustainable loyalty.
Inclusive and Responsive Strategies for Advancing the Human Resource Paradigm Toward Indonesia's Golden Vision Tahier, Ilham; Nadirah, Andi; Harahap, Burhanuddin
Annals of Human Resource Management Research Vol. 6 No. 1 (2026): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i1.3465

Abstract

Purpose: The transformation of human resources (HR) towards the vision of Golden Indonesia 2045 requires a strategic approach to human resource management that is both flexible and effective. Research Methodology: A structured questionnaire with a Likert scale was used to collect quantitative data. The research data of 73 students majoring in management at the University of Muhammadiyah Palopo were processed using statistical analysis based on partial least squares structural equation modeling (SEM) with the SmartPLS application. This research was conducted from March to April 2025. Results: This study examines how Generation Z perceives the role of Inclusive HR (X1) in shaping organizational phenomena, revealing that this variable does not exert a significant or beneficial influence on the paradigm of Indonesia's golden vision (Y). Meanwhile, the Responsive HR (X2) research variable has been shown to have a positive and significant impact on the Golden Indonesia HR Paradigm (Y). Furthermore, the Impactful HR variable (X3) has a significant and positive effect on the Golden Indonesia HR Paradigm (Y). Conclusions: The higher the level of responsiveness of HR in dealing with external changes, such as digital transformation, demographic shifts, and labor market dynamics, the greater its contribution to the direction and strategic framework of national human resource development. Limitations: This indicates that Indonesia's HR transformation requires a holistic HR approach: inclusive in engagement, responsive to change, and having a real impact on organizations and society. Contributions: For HR practitioners and policymakers, these findings mean that HR must become an agent of strategic change, training programs, reward systems, and talent development must be directly related to national human resource development macro targets, and HR must evaluate the social impact of policies, such as inclusivity and product development.
Encouraging entrepreneurship and new business management: A model for creating industry leaders Rustiadi, Sonny
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.v5i2.3475

Abstract

Purpose: This study aims to identify and propose an entrepreneurship and new business management model relevant for cultivating future industry leaders. The research emphasizes comparative insights into regional entrepreneurial ecosystems, focusing on Bandung Raya and Tasikmalaya Raya, to highlight strengths, weaknesses, and opportunities for balanced regional development. Methodology: The study adopts a quantitative and comparative design, analyzing survey data from 76 respondents representing multiple sectors. Using descriptive statistics and ecosystem benchmarking, the research evaluates six domains of the entrepreneurial ecosystem finance, policy, culture, support, human capital, and market access to assess regional variations and strategic needsl. Results The collected data show that Bandung excels in entrepreneurial culture (84.20%), regulatory policy (81.25%), workforce (78.98%), and market access (85.23%), while Tasikmalaya Raya leads in ecosystem support (84.38%) but faces challenges in access to finance (71.25%) and markets (68.13%). Conclusions: The results confirm that entrepreneurial ecosystem disparities significantly affect business sustainability. Bandung’s mature ecosystem offers competitive advantages, while Tasikmalaya’s strong social support is insufficient to compensate for structural gaps in finance and human capital. Limitations: The study is limited to two regions in West Java, restricting generalizability. It also relies on self-reported survey data, which may introduce bias. Contribution: Therefore, enhancement strategies are required, including strengthening financial access, improving human resource quality, as well as digitalization and market expansion for entrepreneurs in Tasikmalaya Raya. With these measures, the entrepreneurial ecosystems in both regions can develop more evenly and contribute to overall regional economic growth.
Transformational Leadership, Organizational Culture, Change Management, and Employee Engagement Widjajakusuma, Kresna; Anindita, Rina
Annals of Human Resource Management Research Vol. 5 No. 3 (2025): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i3.3542

Abstract

Purpose: This study aims to analyze the influence of transformational leadership, organizational culture, change management, and employee engagement on readiness to change within the Indonesian banking sector. It highlights how leadership behavior and cultural alignment shape employees’ willingness and preparedness to adapt to organizational transformation. Research Methodology: Data were collected from 201 permanent employees of Tier-4 banks (Bank Mandiri, BRI, BNI, and BCA) through online questionnaires using a quantitative cross-sectional design. Analysis was conducted using partial least squares structural equation modeling (PLS-SEM) to test the relationships among the variables. Results: The structural model indicated that transformational leadership significantly predicted organizational culture (? = 0.625; t = 15.332; p < 0.001) and change management (? = 0.318; t = 4.270; p < 0.001). Change management significantly increased employee engagement (? = 0.535; t = 9.250; p < 0.001), and employee engagement, in turn, predicted readiness to change (? = 0.601; t = 11.758; p < 0.001). Conclusions: The results confirm that transformational leadership, effective change management, and strong organizational culture collectively foster employee engagement and readiness for change. These factors are crucial for maintaining the adaptability and competitiveness of Indonesia’s banking industry. Limitations: This study focuses on Tier-4 banks, limiting its generalizability to smaller institutions. Future studies could include broader sectors and longitudinal data. Contributions: This research contributes empirical evidence to the human resource management literature by identifying engagement as a key mediating factor between leadership and readiness to change, providing strategic insights for organizational transformation.
The mediating effect of innovation on the relationship between managerial ability and competitive advantage of Bandar Lampung MSMEs Oktaria, Eka Travilta; Raras, Pungky Nanda; Alam, Iskandar Ali; Barusman, Andala Rama Putra; Habiburrahman, Habiburrahman
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.v5i2.3555

Abstract

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.
Inclusive Leadership in the Hybrid Work Era: Fostering Employee Well-being and Task Performance through Psychological Safety Hendrarso, Panji; Handoko, Pryo; Kurnina, Nina; Suseno, Bambang Dwi
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.v5i2.3857

Abstract

Purpose: This study aims to examine the effect of inclusive leadership on employee well-being and task performance, with psychological safety as a mediating variable, in the context of hybrid work among public-sector employees. Methodology: This study employed a quantitative explanatory research design using a survey method. Data were collected from 235 civil servants working in eight districts/cities in Banten Province, Indonesia. A structured questionnaire with a Likert scale was used as the measurement instrument. Data analysis was conducted using partial least squares–structural equation modelling (PLS-SEM) with SmartPLS 4 software. Results: Inclusive leadership had a positive and significant effect on psychological safety, employee well-being, and task performance. Psychological safety significantly affects employee well-being and task performance and partially mediates the relationship between inclusive leadership and both outcome variables. Conclusions: This study is limited by its cross-sectional design, reliance on self-reported data, and focus on public sector employees within a single province. Limitations: This study is limited by its cross-sectional design, reliance on self-reported data, and focus on public sector employees within a single province Contributions: This study contributes to the fields of leadership studies, human resource management, and public administration by extending inclusive leadership theory to hybrid work settings in the public sector and by providing practical insights into leadership development and employee well-being initiatives.

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