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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 287 Documents
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Digital Transformation Strategies of Rural Banks in Depok in Response to Fintech Disruptio Firdaus, Ahmad; Milisani, Meirna; Jati, Prihatina
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.v6i1.3492

Abstract

Purpose: This study aims to investigate the digital transformation strategies of Rural Banks (BPR) in Depok City in response to the disruption of fintech and digital banking, with a particular focus on the roles of organizational readiness, digital service adoption, technological infrastructure, and regulatory compliance in shaping financial performance Research Methodology: A quantitative approach was employed, utilizing survey data from 19 BPRs in Depok City and secondary financial reports from 2022 to 2024. Data were analyzed using statistical techniques to assess the relationships between organizational and technological factors and financial performance outcomes Results: The findings reveal that human resource readiness and digital service adoption significantly enhance the financial performance of BPRs. In contrast, technological infrastructure and regulatory compliance have relatively weaker impacts. These results underscore that successful digital transformation requires not only technological investment but also a strong emphasis on organizational culture and continuous employee upskilling. Conclusions: Digital transformation in BPRs cannot be achieved solely through infrastructure upgrades; it necessitates alignment between human resource capabilities, innovation in service delivery, and governance structures that build trust Limitations: The study is limited to BPRs within Depok City, with a sample size of 19 institutions, which may restrict the generalizability of findings to other regions or larger financial institutions Contributions: This research enriches the literature on digital transformation in smaller financial institutions, providing practical insights for
Customer Focus and Organisational Culture Increasing Work Life Balance Moderated by Supportive Management Nugroho, Sigit Dani; Riyanto, Agus; Silitonga, Parlagutan
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.v6i1.3502

Abstract

Purpose: Demanding work-life balance is a human right; therefore, this study aimed to design evidence-based interventions to improve work-life balance. Research Methodology: This study was conducted from December 2024 to March 2025, involving 220 respondents who were employees of an industrial company in the Cikarang, Karawang, and Jakarta regions. The instrument was tested for validity and reliability among 30 respondents prior to the actual survey. Data were analyzed by PLS-SEM using SmartPLS software version 3.0. Results: The organizational culture and supportive management in promoting work-life balance also suggest that their interaction effects are limited in this context. These findings offer theoretical and practical implications for developing comprehensive HR strategies to promote employee well-being. Conclusions: This study provides empirical evidence that organizational culture and supportive management play significant and independent roles in shaping employees' perceptions of work-life balance (WLB). Among the examined variables, supportive management was the most influential factor, followed closely by organizational culture. Limitations: The respondents were permanent staff, excluding non-permanent staff on contract. Limitations: The respondents were permanent staff, excluding non-permanent employees on a contract basis, even though their WLB matters. Contributions: This study contributes to the body of knowledge on managing work-life balance through cultural engagement and supportive management.
Job Insecurity and Workload: Does Stress Lead to Cyberloafing? Suryani, N. Lilis; Hermawati, Rahmi; Guruh, Muhamad
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.v6i1.3578

Abstract

Purpose: This study aimed to examine the effects of job insecurity and workload on cyberloafing behavior among hospital security guards, with job stress as a mediating variable. Research Methodology: This study employed a quantitative survey approach involving all 155 security guards assigned to ten hospitals in South Tangerang using a saturated sampling technique. Data were collected through structured questionnaires and analyzed using SmartPLS. Results: The results show that Job insecurity had a positive and significant effect on cyberloafing behavior and job stress. Workload also significantly influences cyberloafing behavior and job stress. Job stress had a significant effect on cyberloafing behavior and partially mediated the relationship between job insecurity and cyberloafing. However, job stress did not mediate the relationship between workload and cyberloafing, indicating that workload directly influences cyberloafing. Conclusions: Job stress plays a significant role in linking job insecurity to cyberloafing behavior among hospital security guards, whereas workload contributes directly to cyberloafing, regardless of stress levels. Limitations: This study was limited to security guards working in ten hospitals in South Tangerang, which may restrict the generalizability of the findings. In addition, this study examined only job insecurity, workload, and job stress as predictors of cyberloafing behavior. Contributions: This study contributes to the organizational behavior literature by clarifying the mediating role of job stress and providing practical implications for hospital management in managing job insecurity and workload to reduce cyberloafing behavior.
Green Transformation and Its Impact on Employee Green Performance in the Logistics Industry in Indonesia Perwitasari, Erni Pratiwi; Sanny, Lim; Abidin, Zaenal; Sari, Mustika
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.v6i1.3618

Abstract

Purpose: This study examines the impact of green human resources management (GHRM), green innovation, and green transformational leadership on employee green performance through green work engagement in logistics companies in Indonesia. Research Methodology: A quantitative approach was used, with a 1–5 Likert scale questionnaire distributed to 95 respondents, and data were analyzed using Structural Equation Modeling (SEM) with Partial Least Squares (PLS). Results: The results show that GHRM and green transformational leadership have a positive and significant effect on green work engagement, which in turn significantly enhances employee green performance. However, green innovation did not show a significant effect on either green work engagement or employee green performance, either directly or indirectly. The conclusions suggest that logistics companies should focus on strengthening GHRM and green transformational leadership to improve employee engagement and green performance. Conclusions: This study shows that GHRM and Green Transformational Leadership improve employee green performance through green work engagement, while green innovation had no significant effect. The findings suggest prioritizing GHRM and leadership, though the small sample limits generalizability. Limitations: The study's limitations include the relatively small sample size, which limits generalizability to other industries and regions. Contributions: This research contributes to the literature by integrating GHRM, green innovation, and green transformational leadership into a model examining their effects on employee green performance through green work engagement.
The Influence of Competence and Training on Pokdarwis Performance through Community-Based Tourism (CBT) Empowerment in East Kutai Regency Yanti, Yanti; Ruliana, Titin; Permana, Meiki
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.v6i1.3627

Abstract

Purpose: This study examines the impact of competence and training on the performance of Pokdarwis (Community-Based Tourism Groups) through Community-Based Tourism (CBT)-based empowerment as a mediating variable in East Kutai Regency. Research Methodology: A quantitative approach with hypothesis-testing design was used. The population consisted of 20 Pokdarwis groups with 540 active members, and 268 respondents were selected through purposive sampling. Data were collected via structured questionnaires and analyzed using Partial Least Squares (PLS) with SmartPLS 3.0. Results: The study found that competence does not significantly affect Pokdarwis performance, while training has a positive and significant effect. Both competence and training significantly influence CBT-based empowerment, which in turn positively impacts Pokdarwis performance. The model's R² value shows that 55.7% of CBT-based empowerment and 50.5% of Pokdarwis performance are explained by the model. Conclusions: CBT-based empowerment mediates the relationship between competence, training, and Pokdarwis performance. Sustainable training programs and structured empowerment initiatives are essential to strengthen the capacity of local tourism groups. Limitations: The study is limited by its specific focus on East Kutai Regency and a relatively small sample size, which may affect the generalizability of the findings. Contributions: This research contributes to community-based tourism literature by highlighting the role of training and competence in enhancing the performance of local tourism organizations through empowerment. The findings provide valuable insights for tourism policymakers and practitioners.
Leadership Style, Community Participation, and Development Success: The Mediating Role of Village Apparatus Capacity Sopiansyah, Sopiansyah; Ruliana, Titin; Indrawati, Andi
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.v6i1.3628

Abstract

Purpose: This study examines the influence of leadership style and community participation on the success of development projects in Kombeng District, East Kutai Regency, with the mediating role of village apparatus capacity. Research Methodology: A quantitative, cross-sectional design was employed, gathering data from 150 purposively selected respondents, including community members and village officials. A structured questionnaire was used to measure leadership style, community participation, village apparatus capacity, and development success. Reliability and validity were confirmed through expert review and pilot testing. Partial Least Squares Structural Equation Modeling (PLS-SEM) was utilized to analyze relationships and mediation effects. Results: The findings indicate that community participation directly enhances development success, while leadership style does not have a direct effect. However, both leadership style and community participation exert significant indirect effects on development success through village apparatus capacity. Conclusions: The study concludes that fostering active community engagement and strengthening the capacity of village apparatus are crucial for sustainable development. It recommends initiatives to enhance participatory mechanisms and leadership development to improve village apparatus competencies. Limitations: The study is limited by its focus on Kombeng District and the cross-sectional design, which may limit generalizability and causal inferences. Contributions: This research highlights the mediating role of village apparatus capacity and offers practical insights for enhancing participatory governance and leadership effectiveness in local development initiatives.
Human Resource Development Policy and Leadership Style Effect on Subdistrict Officials Performance with Discipline Mediation Subiha, Subiha; Ruliana, Titin; Permana, Meiki
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.v6i1.3632

Abstract

Purpose: This study aims to examine the effect of human resource development policy implementation and leadership style on the performance of subdistrict government officials, with work discipline as a mediating variable in East Kutai Regency. Research Methodology: This study used a quantitative, hypothesis-testing approach with 210 purposively selected government apparatus respondents from East Kutai Regency. Data were collected using structured questionnaires on a five-point Likert scale and analyzed with SmartPLS 3.0 software. Results: The results show that the implementation of human resource development policies does not significant effect on the government apparatus performance, whereas leadership style has a positive and significant effect. Both human resource development policies and leadership style significantly influence work discipline, which in turn positively affects performance. The coefficient of determination (R²) indicated that 54.6% of work discipline and 49.6% of government apparatus performance were explained by the model, suggesting moderate explanatory power. Conclusions: Work discipline mediates the effect of leadership style and human resource development policies on government official performance, while effective leadership and HR policies improve discipline and organizational performance. Limitations: The study is limited to subdistrict government officials in East Kutai Regency and uses a cross sectional design with perception based questionnaire data. Contributions: This research provides empirical evidence on the mediating role of work discipline in public sector performance and offers insights for local government in designing more effective human resource development and leadership strategies.
Artificial Intelligence-Based Human Resource Performance Assessment for Good University Governance: Meta-Analysis and Systematic Literature Review Ratnawati, Shinta; Mujib, Miftachul; Fathony, Ikhwan Alfath Nurul; Ikhwan, Khairul; Anggraeni, Dewi; Azhari, Bagus Fauzan
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.v6i1.3640

Abstract

Purpose: This study examines the role of Artificial Intelligence (AI)-based Human Resource (HR) performance evaluation in enhancing Good University Governance (GUG), particularly in improving accountability, transparency, efficiency, and responsiveness in higher education institutions. Research Methodology: A Systematic Literature Review (SLR) and meta-analysis were conducted on 65 peer-reviewed articles published between 2015 and 2025, sourced from Scopus, Web of Science, and ScienceDirect. The effect sizes were calculated, and heterogeneity tests were performed to ensure the robustness of the findings. Results: The results reveal that AI-based HR performance evaluation has a moderate to strong positive relationship with governance effectiveness (r = 0.45) and a moderate positive relationship with governance transparency (r = 0.33). These findings indicate that AI enhances data accuracy, reduces subjective bias, and supports more efficient and consistent decision-making in higher education governance. Conclusions: This study concludes that AI integration in HR performance evaluation significantly contributes to the implementation of GUG principles. It offers both theoretical contributions to digital governance literature and practical implications for university leaders and policymakers. Limitations: This study is limited by the scope of the 65 selected articles, which may not fully represent all existing research on AI-based HR evaluation in higher education contexts.
Cultural Intelligence and Gastronomy for Talent Sustainability in Regenerative Tourism: Evidence from Borobudur Atmaja, Hanung Eka; Mafruhah, Izza; Widanti, Eki Melina; Nur, Sofyan Ashari; Syakira, Agustya; Alfareza, Dimas
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.v6i1.3641

Abstract

Purpose: This study examines the influence of cultural intelligence and local gastronomy on talent sustainability and analyzes their implications for regenerative tourism development in Borobudur heritage destinations. Research Methodology: A quantitative, cross-sectional survey was conducted among tourism stakeholders in Borobudur. Using proportional stratified random sampling, 320 valid responses were collected between May and July 2025. Data were analyzed using Partial Least Squares–Structural Equation Modelling (PLS-SEM) with SmartPLS 4, including measurement model assessment and bootstrapping for hypothesis testing. Results: Cultural intelligence and local gastronomy significantly and positively influence talent sustainability. Talent sustainability strongly predicts regenerative tourism development and mediates the relationships between cultural intelligence, local gastronomy, and regenerative outcomes. The findings indicate that sustained human capability development is central to achieving restorative tourism practices. Conclusions: Human resource management strategies grounded in cultural competence and gastronomy-based local identity enhance talent retention and support the transition from sustainable to regenerative tourism. Limitations: This study is limited to a single heritage destination and relies on cross-sectional, self-reported data, which may constrain generalizability and introduce potential common method bias. Contributions: This research provides an integrated empirical model linking cultural intelligence, gastronomy, sustainable HRM, and regenerative tourism within a UNESCO heritage context.
Integrative Human Resource Governance for Enhancing Coordination and Performance in Shipyard Industries of Batam Wijaya, I Made Sondra; Putera, Dimas Akmarul; Adi, Roni; Bahri, M. Irvanni; Bora, M. Ansyar
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.v6i1.3654

Abstract

Purpose: This study aims to explain how integrated Human Resource (HR) governance strengthens coordination mechanisms and improves organizational performance in the shipbuilding industry in Batam. Methodology: This study adopts a qualitative case study approach involving three major shipyard companies in Batam, Indonesia. Data were collected through in-depth interviews with nine key informants, including HR managers, operations heads and project supervisors. The data were analyzed thematically to identify the relationships between HR governance practices, coordination processes, and performance outcomes. Results: The study identified four key findings. First, integrated workforce planning aligns the labor allocation with the project timelines, thereby reducing delays and rework. Second, cross-functional coordination supported by shared HR governance frameworks improves communication across units, enabling faster decision making and problem solving. Third, structured training and competency development programs enhance workforce adaptability and improve technical accuracy. Fourth, integrated performance evaluation systems that combine individual and team-based indicators strengthen accountability and collaboration, resulting in improved productivity and organizational responsiveness. Conclusions: The findings show that integrated HR governance plays a vital role in strengthening coordination, improving organizational performance, and enhancing competitiveness through collaborative leadership and an open organizational culture. Limitations: This study is limited to three large shipyard companies in Batam; therefore, the findings may not fully represent practices across the broader maritime industry. Contributions: Theoretically, this study enriches the literature on integrated HR governance by providing empirical evidence from the shipbuilding sector. Practically, it provides guidance for managers and policymakers in developing adaptive, collaborative, and performance-oriented HR systems.

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