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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 328 Documents
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Workplace Conditions and Organizational Commitment in Shaping Turnover Intention among Generation Z Employees Agus Suyatno; Rokhimah Rokhimah
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.v6i1.3672

Abstract

Purpose: This study examines the determinants of turnover intention among Generation Z employees in Indonesia and investigates the moderating role of organizational commitment in the relationship between job satisfaction and turnover intention Research Methodology: A quantitative survey was conducted using an online questionnaire distributed to 258 Generation Z employees with 6–12 months of work experience across various sectors in Indonesia. Data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 4.0, employing validated measurement scales from prior studies. Results: The results indicate that work environment (? = –0.278, p = 0.000), work–life balance (? = –0.036, p = 0.049), job satisfaction (? = –0.421, p = 0.000), and organizational commitment (? = –0.129, p = 0.028) significantly reduce turnover intention. Conversely, workload (? = 0.024, p = 0.687) and salary satisfaction (? = 0.101, p = 0.265) show no significant effects. The moderating effect of organizational commitment on the relationship between job satisfaction and turnover intention is not significant (? = –0.011, p = 0.654). Conclusions: Turnover intention among Generation Z is primarily influenced by work environment, work–life balance, job satisfaction, and organizational commitment Limitations: The study is limited to early-career employees in Indonesia using cross-sectional data. Contributions: It contributes to HRM literature by clarifying key retention factors and testing the moderating role of organizational commitment in a generational context.
The Role of Green HRM and Leadership in Enhancing Pro Environmental Behavior Within Organizations Derah Sudjaniah; Yustinus Rawi Dandono; Jailani Jailani; Indira Sascha; Nasrullah Nasrullah
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.v6i1.3676

Abstract

Purpose: This study examines how Green Human Resource Management (Green HRM) and Green Transformational Leadership (GTL) enhance employees' Pro-Environmental Behavior (PEB), with green motivation acting as a mediator and sustainability climate serving as a moderator. Research Methodology: A quantitative, cross-sectional survey was conducted with 390 employees from sustainability-oriented organizations. The data were analyzed using Partial Least Squares Structural Equation Modelling (PLS-SEM) to assess the relationships between green HRM, GTL, green motivation, sustainability climate, and PEB. Results: Both green HRM and GTL significantly enhance green motivation, which, in turn, is the strongest predictor of PEB. Furthermore, the sustainability climate moderates and strengthens the indirect effects of green HRM and GTL on PEB. The results highlight that leadership and HR practices, through motivation and a supportive environmental climate, drive employees’ engagement in environmentally responsible behavior. Conclusions: This study demonstrates that employees’ pro-environmental behavior is shaped by a combination of HR practices, leadership, motivation, and organizational climate. The findings emphasize the importance of aligning HRM and leadership strategies with sustainability goals to foster green behavior in organizations. Limitations: This study employed a cross-sectional design, which limits causal inferences. The use of self-reported data could also have introduced biases. Contributions: This study integrates mediation and moderation mechanisms into environmental organizational behavior research, providing a comprehensive model that links green HRM, GTL, green motivation, and sustainability climate to enhance PEB.
Effects of Reward and Punishment on Employee Performance in East Java Companies Klemens Mere
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.v6i1.3680

Abstract

Purpose: This study synthesizes empirical evidence on how reward and punishment systems relate to employee performance in firms and MSMEs operating in East Java, Indonesia, and identifies the conditions under which these HRM mechanisms are most effective. Methodology: A PRISMA-guided systematic literature review searched Google Scholar, Garuda, SINTA-indexed journals, and university repositories for 2020–2025 studies focused on East Java business entities and the variables reward, punishment, and employee performance. Eligible full-text empirical studies were quality-appraised and synthesized using narrative synthesis. Results: Rewards improve performance when criteria are clear, measurable, and perceived as fair, aligning with expectancy and organizational justice. Punishment enhances discipline when sanctions are graded, proportional, and consistently enforced. However, reward effects weaken with ambiguous indicators or discretionary distribution, while punishment may backfire under stress or perceived injustice, creating fear and undermining motivation. The effectiveness of both systems depends on clear, consistent, and fair implementation. Conclusions: This PRISMA-guided review of studies from East Java (2020–2025) shows that reward and punishment systems improve employee performance based on clear indicators, consistency, and fairness, with rewards boosting motivation and punishments ensuring discipline. It provides regional insights on their effectiveness in East Java Limitations: The evidence base is dominated by cross-sectional, self-reported surveys and firm- or sector-specific samples, limiting causal inference and generalizability. Heterogeneous measures constraining quantitative pooling. Contributions: This review consolidates scattered findings from East Java, maps recurring patterns and boundary conditions, and provides context-sensitive implications for strengthening HRM and performance management.
Developing Human Resource Competitiveness in The Sharia Rural Bank Industry Based on Positioning Strategy Arif Julianto Sri Nugroho; Tasari Tasari; Anna Febrianty Setianingtyas; Dandang Setyawanti; Ummu Hany Almasitoh; Rizky Windar Amelia
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.v6i1.3699

Abstract

Purpose: This study explores the competitive excellence of human resources in Islamic Rural Banks (BPR Syariah) in the Soloraya region. It aims to identify marketing strategies to enhance public trust and satisfaction with the services provided by these banks in the industry 4.0 era, addressing the "eight percent trap". Research Methodology: This study uses a quantitative multivariate multidimensional scaling test to examine the competitive excellence of human resources in Islamic banking services, focusing on regional economic competitiveness in Selangor. The study involved 400 respondents from six Islamic BPRs using purposive sampling. The variables assessed included knowledge and technology, business competition, career development, and educational cost effectiveness. This study highlights the impact of human resource performance on Islamic banking services in the industry 4.0 era. Results: A positioning map of each Sharia BPR was created based on the competitive excellence of its human resources, both qualitatively and quantitatively. Conclusions: This competitive excellence positioning map can be used to create competitive strategies for each BPRS, thereby realizing a robust banking industry model that optimally contributes to business competitiveness and the increasing economic welfare of the Sharia community in the Selangor region. Limitations: This research has limitations as the object of observation is only six BPRS in the Soloraya region through customer perceptions and human resources, so the model cannot be generalized more widely. Contributions: The findings of the model can be used as material for strategic management science studies in the competitive realm of the BPRS industry based on the positioning tests.
The Influences of Organizational Unlearning and Business Model on Performance: fsQCA Approach Andrey Andoko
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.v6i1.3728

Abstract

Purpose: This study aims to identify the configurational factors of organizational unlearning and business model innovation as the core factors that influence firm performance with an innovativeness orientation. Research Methodology: This study applies Fuzzy-set Qualitative Comparative Analysis (fsQCA) with 162 respondents at the firm level, collected from the top management of the traditional media industry. Results: No single factor contributes independently as a sufficient predictor of high firm performance in old and digital businesses. The joint presence of changing routines, innovating revenue models, and adapting cost structures is the most influential factor in achieving high firm performance in old and digital businesses. Conclusions: No single factor influences firm performance, indicating the existence of equifinality. The joint configuration of innovation, discarding old mind-sets, changing routines, adapting cost structures, and innovating revenue models will drive firm performance and ensure business sustainability. Limitations: Reliance on questionnaire data may cause bias, and the number of samples is limited because the study collected data at the firm level. Contributions: This study enriches the extant fsQCA method in organizational and entrepreneurship research.
Organisational Culture and Transformational Leadership Style: Impact on Employee Performance Kamaluddin Kamaluddin; Akmal Ridwan; Nurlianti M; Munifa Munifa
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.v6i1.3729

Abstract

Purpose – This research investigates how Organizational Culture and Transformational Leadership influence Employee Performance, and whether Culture strengthens the leadership-performance relationship. Design/methodology/approach – A quantitative method was applied, using survey data from 30 respondents. Multiple regression tested direct effects; hierarchical regression analyzed moderation. Validity and reliability were confirmed via Pearson correlation and Cronbach’s Alpha. Findings – Both Organizational Culture and Transformational Leadership significantly improve Employee Performance. Culture also acts as a positive moderator, meaning its presence amplifies leadership's effect on performance. The model has strong explanatory power. Research limitations/implications – The small sample may limit generalizability. Future studies should include larger, diverse samples and longitudinal designs to better assess causality. Practical implications – Organizations should concurrently develop strong cultures and transformational leadership, as their combined effect outperforms isolated efforts. Integrated HR and leadership programs are recommended. Social implications – Fostering such environments promotes ethical leadership, fairness, and well-being at work, supporting broader social sustainability goals. Originality/value – This study offers empirical evidence on both direct and interactive roles of culture and leadership, advancing beyond simple effect models and highlighting their synergy in driving performance.
The Influence of Work Discipline and Work Environment on Employee Performance in the Social Service Office of Palu City Indonesia Abd. Rahman; Ruby Santamoko; Muhammad Umar
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.v6i1.3744

Abstract

Purpose: This study aims to examine the effect of work discipline and work environment on employee performance at the Social Service Office of Palu City. Improving employee performance in public sector institutions is essential to ensure effective public service delivery and organizational productivity. Research Methodology: This study used a quantitative survey approach involving 45 employees at the Social Service Office of Palu City as respondents. Data were collected through structured questionnaires and analyzed using multiple linear regression with IBM SPSS Statistics 25 to determine the influence of work discipline and work environment on employee performance. Results: The results indicate that work discipline and work environment have positive and significant effects on employee performance. Partially, work discipline shows a significant influence on employee performance (? = 0.421; p < 0.05), while the work environment also has a significant positive effect (? = 0.387; p < 0.05). Simultaneously, both variables significantly affect employee performance with an R² value of 0.62, indicating that 62% of the variation in employee performance can be explained by work discipline and work environment. Conclusions: The study concludes that improving work discipline and creating a supportive work environment can significantly enhance employee performance in public sector organizations. Limitations: This study is limited by the use of a cross-sectional design and a relatively small sample size. Contributions: This research contributes to the development of public administration and human resource management literature, particularly in understanding factors influencing employee performance in local government institutions.
A contribution to the human capital investment debate vis-à-vis economic growth: The case for Nigeria Lasbrey Anochiwa
Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v1i1.364

Abstract

Purpose: Human capital development is vital for enhancing economic growth, and Nigeria needs to grow. This study investigates the contribution of human capital to Nigeria’s growth. Research Methodology: We disaggregated the article's variables into different models to obtain better results. We employed the Autoregressive Distribution Lag (ARDL) framework to examine the relationship between the variables. Results: The results show that there exists a long-run relationship between human capital indices, education, health, and economic growth in Nigeria. Although the coefficient is positive, it has a statistically insignificant relationship with human capital development and economic growth. Conclusions: Government spending on education and human capital development has a positive but insignificant impact on economic growth in both the short and long run, indicating insufficient investment. This highlights the need for stronger government focus on education and health to support sustainable economic growth. Limitations: The study was hindered by the limited availability and accessibility of reliable data, which may affect the accuracy and generalizability of the findings. Contributions: It is satisfactory to know from this study that human capital is still relevant in explaining growth in Nigeria.
Examining the quality of work life: Empirical testing indicators in the public organisation Mohammad Reza Zahedy; Seyyed Asghar Jafari; Majid Ramezan
Annals of Human Resource Management Research Vol. 1 No. 2 (2021): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v1i2.503

Abstract

Purpose: This study aimed to identify employees’ quality of work life indicators in public organisations and provide necessary context to improve system accountability and employees’ needs in organisations. Research Methodology: To identify quality of work life indicators, the authors studied theoretical research basics entirely and, by considering elites’ ideas, identified main indicators using a descriptive survey technique. Results: Based on the research findings, 15 constituents were identified as work life quality indicators. The research results indicate undesired quality of work life among employees in public organisations. Of the identified constituents, safe and healthy working conditions and organisational conflict are the most important, while job satisfaction and pay/benefits are the least important factors. Conclusions: The study identifies fifteen indicators of Quality of Work Life (QWL) in public organisations and finds that overall QWL remains relatively low, highlighting the need for improvements to enhance employee well-being and organisational performance. Limitations: The results only extend the understanding of the role of quality of work life in organisational effectiveness and have implications for human resource managers that may not be applicable for other positions. Contributions: The study results help organisations identify the elements that affect the QWL and help them plan to increase organisational effectiveness by increasing employee satisfaction and motivation.
The effect of competence, workload, and incentives on the interest of civil servants to become commitment-making officials in Malaka Regency Emanuel Rikhardus Seran; Petrus Kase; Nursalam Nursalam
Annals of Human Resource Management Research Vol. 2 No. 1 (2022): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v2i1.1127

Abstract

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. Conclusions: The study shows that while individual competence, workload, and incentives have a positive but insignificant effect on the interest of State Civil Servants in Commitment-Making Official positions, together they significantly influence their interest in these roles. Limitations: Research variables are complex and research results may change in the future. Contributions: 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.

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