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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 304 Documents
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Systematic Literature Review on Human Resource Management Effect on Organization Performance Metasebia Adula; Shashi Kant; Zerihun Ayenew Birbirsa
Annals of Human Resource Management Research Vol. 2 No. 2 (2022): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v2i2.1418

Abstract

Purpose: The current study is the outcome of a thorough evaluation of the literature on functionalism in human resource management as it relates to organizational performance. It examines the role of human resource management and examines various issues with human resource management in firms in such situations. Research Methodology: The theoretical underpinnings were established through a systematic review and subsequent thematic content analysis of the literature, including reports from published literature and research papers. These were critically examined, and the best-matching documents were carefully chosen for inclusion to reach a conclusion. Results: The results emphasize the need for HR managers to implement innovative strategies for empowering staff to navigate a rapidly changing environment and reach their full potential. A conceptual framework is proposed to engage stakeholders, address challenges, and foster a positive organizational culture, while identifying opportunities and solutions during times of crisis. Conclusions: This review highlights the growing importance of evaluative commentary in human resource management research, the ongoing debate between corrective and evaluative reviews, and the need to improve writing skills among scholars to advance the field Limitations: Risks of bias such as selection bias, insufficient blinding, attrition bias, and selective outcome reporting may be among the limitations. Contributions: This study provides a systematic review of HRM practices' impact on organizational performance, identifies key strategies that enhance employee performance, and proposes a framework for future research in the field. Novelty: Research novelty is a new concept that might result in new knowledge or contribute to already-existing knowledge.
Factors affecting household debt to moneylenders Mustika Mustika; Neneng Hasanah; Mohammad Iqbal Irfany
Annals of Human Resource Management Research Vol. 3 No. 1 (2023): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v3i1.1578

Abstract

Purpose: Moneylenders, sometimes called 'loan sharks' because of their high interest rates, are informal financial institutions that offer loans that are not in accordance with Islamic law. This study analyzes the factors that influence household behavior regarding debt to moneylenders. Research Methodology: This study employs descriptive and logistic regression analyses using primary data collected from locals in the Jagapura village, Cirebon. Results: The results indicate that basic household necessities determine debt behavior. However, Islamic financial literacy and increased income present effective solutions for moneylenders to overcome debt. Conclusions: This study finds that living necessities, Islamic financial literacy, and income significantly impact household debt to moneylenders. It recommends that Islamic financial institutions offer interest-free loans and collaborate with village governments to promote Sharia-compliant solutions. Limitations: This study is based on primary data from a specific village in Cirebon, Jagapura, which may not be representative of all households in debt to moneylenders in other regions or settings. Contributions: This study suggests that Islamic financial institutions should assist unbankable communities in need of funds for daily expenses by performing social functions, such as offering interest-free loans (qardhul hasan) and providing Islamic social finance. The establishment of sharia-compliant savings and loans could also be a solution to usury-related issues.
Impact of person-job fit and person-organization fit on employee engagement: Moderating role of supervisor support Alamgir Hossain; Mahfuja Khatun; Samia Shanjabin
Annals of Human Resource Management Research Vol. 3 No. 2 (2023): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v3i2.1885

Abstract

Purpose: This study aimed to examine the impact of two fit concepts, namely, Person-Job fit (P-J) and Person-Organization fit (P-O), on employee engagement while taking supervisor support as the moderating variable. Research Methodology: The relationships among constructs were analyzed using correlation, and the study hypotheses were tested using regression. All employees of different mobile telecommunication companies in Bangladesh comprised the study population. The sample size was 100, which was determined using the judgmental sampling technique. Primary data were collected from a field-level survey using a structured questionnaire. Results: The results revealed a positive association between employee engagement and person-job fit, whereas person-organization fit had a similar association with engagement. The impact of these variables on employee engagement ultimately affects turnover intention. This study also revealed that the association between person-organization fit and employee engagement was positively moderated by supervisor support. Conclusions: The study shows that person-job fit and person-organization fit positively impact employee engagement, with supervisor support moderating the P-O fit-engagement relationship and reducing turnover intention. Limitations: The study used a common non-probability sampling technique and a small sample size, which are a limitations. Contributions: The insights will help managers to ensure a match between the job and organizational requirements and those of employees. The study will also inspire future research to connect field theory and Social Exchange Theory (SET) with different concepts in different country and industry contexts. Novelty: For the first time in the relevant field, this study simultaneously connected field theory and SET theory with P-J and P-O fit regarding employee engagement.
Sustainability of the society through green human resources management practices: A proposed model Yilkes Danladi Nson
Annals of Human Resource Management Research Vol. 4 No. 1 (2024): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v4i1.2161

Abstract

Purpose: This study evaluates and fills this knowledge gap by providing empirical evidence of the relationship between green HRM practices and environmental performance based on the resource-based view, dynamic capabilities theory, and triple bottom line theory. Research Methodology: A detailed review of the empirical and conceptual articles related to this topic was conducted. An eclectic analysis and synthesis of evidence guided the development and presentation of the proposed framework. Results: A review of relevant studies revealed that GHRM practices  positively determine society’s sustainability through the adoption of environmental practices. Green human resource management practices have also been proposed to have a direct link to society’s sustainability and an indirect link mediated by environmental practices. Conclusions: This study proposes a framework connecting green HRM practices to societal sustainability, with environmental practices as a mediator. It emphasizes the positive impact of green HRM on sustainability, considering factors such as age, sex, and education as controllable variables. Limitations: This study is limited to green human resource management practices, environmental practices, and the sustainability of society. Contributions: This study provides a valid mechanism and useful insights for corporate organizations, entrepreneurs, researchers/scholars, policymakers, community leaders, and governments to facilitate the use of human resources practices as a means for improving environmental practices and societal sustainability.
Blockchain adoption in sustainable supply chains: Opportunities, challenges, and sustainability impacts across sectors Md Jawadur Rahim; Md. Jahidul Islam; Subroto Deb Nath; Muhammad Ihsan Ibn Rahim; Ather Yeasir
Annals of Human Resource Management Research Vol. 4 No. 2 (2024): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v4i2.2523

Abstract

Purpose: This study reviews the integration of blockchain technology into modern financial systems and outlines its huge potential to improve transparency, security, and operational efficiency. Based on the challenges of data integrity, fraud prevention, and the reduction of intermediaries, this study assesses the transformational role of blockchain in financial institutions. Research Methodology: A mixed-methods approach was used, combining quantitative survey data from 150 financial executives with qualitative insights from expert interviews. Statistical analysis and thematic interpretation were used to provide an integrated assessment of blockchain applications and the challenges of its adoption in the financial sector. Results: The results show that blockchain improves transaction transparency and security, reducing fraud and data manipulation. Respondents were optimistic about cost reductions from eliminating intermediaries. However, adoption remains limited by scalability issues, regulatory uncertainty, and technical integration challenges, which hinder broader implementation. Conclusions: Blockchain offers strong potential to enhance transparency, security, and efficiency in financial systems; however, adoption remains limited due to complexity, high costs, and regulatory challenges. Limitations: The limitations of the study are the small sample size, which limits the generalization of findings. Further research with larger and more diverse samples is needed to investigate more comprehensively the impact of blockchain on the financial sectors. Contributions: Therefore, this research contributes to the discourse on blockchain as a transformative finance technology by providing insights into useful strategic, policy, and technology issues. Novelty: It also presented both opportunities and challenges in view of realizing blockchain's role in digitizing financial ecosystems.
From Green HRM to sustainability: A study of ground handling in java with employee performance as a key link Ratih Puspitaningtyas Faeni; Dewi Puspaningtyas Faeni; Heni Pujiati; Yohannes Ferry Cahaya
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.v5i3.2991

Abstract

Purpose: This study aims to examine the direct and indirect relationship between Green HRM variables, as well as provide theoretical and practical contributions in the development of environmentally friendly HR management strategies in the ground handling company. Research Methodology: Using a descriptive method with a purposive sampling technique. A total of 160 respondents from ground handling companies were used as samples. Primary data were collected through questionnaires (Google Form), and secondary data were obtained from various published sources. The analysis used included regression, correlation, percentage, and structural equation modeling. Results: Green recruitment, green training, and green performance appraisal significantly affect employee performance through the mediation of organizational sustainability. Environmentally oriented HR policies have been proven to improve organizational sustainability and employee performance. Conclusions: Green HRM practices have direct and indirect effects on employee performance and organizational sustainability. The integration of eco-friendly principles into HR strategies is essential for long-term productivity and sustainability. Limitations: This study was limited to companies in Java province, potential for questionnaire bias, the approach was only quantitative, and did not consider external factors such as organizational culture and leadership. Contributions: This research reinforces the importance of implementing GHRM to improve employee performance and organizational sustainability and encourages follow-up research with qualitative approaches and external factors.
Determinants of Successful Crew Recruitment in Shipping Companies Neng Sri Komala Komala; Muhammad Thamrin; Prasadja Ricardianto; Endri Endri; Edi Abdurahman
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.v6i1.3431

Abstract

Purpose: This study aims to examine and analyze the effects of training, work experience, education, and personal characteristics on ship crew recruitment success in Indonesian shipping companies, with competence and work experience as mediating and moderating variables, respectively. Methodology: A quantitative explanatory research design was employed. The population consisted of HR division employees at various levels in shipping companies in Indonesia. The sample size was determined using the Slovin formula and selected through proportional random sampling method. Data were collected using structured questionnaires with a five-point Likert scale and were supported by focus group discussions (FGDs). SEM-PLS was used for the data analysis. Results: Training, education, and personal characteristics positively and significantly affected the competence and recruitment success. Competence also positively influenced recruitment success and mediated the effects of training, education, and personal characteristics on recruitment success. Additionally, work experience strengthens the relationship between competence and recruitment success, confirming its moderating role. Conclusions: This study highlights the importance of competence in improving recruitment outcomes in maritime HR practices. It also emphasizes that training, education, and personal characteristics enhance competence, which, in turn, affects recruitment success. Work experience plays a key role in strengthening this relationship. Limitations: The study is limited to HR personnel in Indonesian shipping companies, with a small sample size, affecting generalizability. External factors, such as maritime regulations and digital recruitment technologies, were not considered. Contributions: This study contributes to maritime HR management by developing a model of crew recruitment success, incorporating competence and work experience, and providing a comprehensive understanding of recruitment effectiveness in shipping companies.
Determinants of Millennial Employee Performance in the Banking Sector: A Case Study in West Jakarta Didin Hikmah Perkasa; Ryani Dhyan Parashakti
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.v5i3.3815

Abstract

Purpose: This study investigates the factors influencing the performance of millennial employees, also known as Generation Y. This cohort has been shaped by significant events, including the advent of the Internet, economic liberalization, and the proliferation of social media, all of which have contributed to enhancing creativity among millennials. Research Methodology: This study used a causal quantitative design. The research model tests work attitudes, competence, job satisfaction, and job stress as independent variables, with employee performance as the dependent variable. The population and sample consisted of 60 millennial employees from banking companies located in West Jakarta, selected using saturated sampling. Data were analyzed using structural equation modeling–partial least squares, including outer model testing, inner model testing, and hypothesis testing. Results: Competence, job satisfaction, and job stress significantly affect the performance of millennial employees. Conclusions: Improving competence and job satisfaction while managing job stress is essential for enhancing millennial employee performance in West Jakarta’s banking sector. Limitations: This study is limited to a sample of 60 millennial banking employees in West Jakarta; therefore, the results may not fully represent other regions, industries, or generational groups. Contributions: This research provides empirical evidence on the key work attitude determinants of millennial employee performance and offers practical insights for HR and management in the banking sector to design competency development, satisfaction improvement, and stress management programs.
Organizational Commitment, Culture, and Green Training and Their Effects on Performance via Work Engagement: A Systematic Literature Review Wenny Desty Febrian; Indra Sani
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.v6i1.3518

Abstract

Purpose: This study examines the effects of organizational commitment, organizational culture, and green training on employee performance, with work engagement as a mediating mechanism in the Micro, Small, and Medium Enterprises (MSME) sector. Research Methodology: A Systematic Literature Review (SLR) was conducted to synthesize evidence from peer-reviewed international publications indexed in Scopus, Web of Science, Emerald, Springer, and Google Scholar. Relevant studies were screened and analyzed using a structured process involving data reduction, matrix-based data display, and comparative synthesis to identify patterns, consistencies, and divergences across the studies. Results: The review indicates that organizational commitment, culture, and green training positively impact employee performance, both directly and indirectly, through work engagement. Affective, normative, and continuance commitment enhance emotional and cognitive involvement, whereas supportive organizational cultures and green training boost employee competencies, leading to improved performance outcomes. Conclusions: Work engagement is a crucial mediating factor linking organizational commitment, culture, and green training to enhanced employee performance. Fostering engagement is essential for improving MSME performance. Limitations: As a literature-based study, the findings are subject to limitations in generalizability and require validation through empirical research using primary data. Contributions: This study developed an integrative conceptual framework that combines organizational commitment, organizational culture, and green training, highlighting work engagement as a psychological pathway to sustainable employee performance. This study extends the human resource management literature, particularly in MSME contexts, where resource constraints necessitate effective internal capability development.
Job Satisfaction Mediates Training, Motivation, Digital Competence on Work Commitment at BPSDM Riau Island Fendi Hidayat; Nurhatisyah Nurhatisyah; Naseha Elkarima; Angelina Eleonora Rumengan
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.v6i1.3828

Abstract

Purpose: This study investigates the influence of digital competence and work motivation on individual performance in digitalized organizational settings. Ongoing technological changes require employees to develop not only technical skills but also adaptive capabilities to respond effectively to dynamic work systems. Research Methodology: A quantitative explanatory approach was applied, involving respondents selected based on specific criteria. Data were collected through a structured questionnaire and analyzed using inferential statistical methods to assess the relationships among the variables. Results: The results revealed that digital competence significantly enhanced performance, particularly in improving efficiency and technology-based problem-solving. Work motivation plays a crucial role in strengthening employee engagement and goal attainment. Furthermore, the combined effect of both variables demonstrated a stronger contribution than their individual impacts. Conclusions: This study confirms the stronger role of personal resources in improving employee commitment in digitally transforming public institutions and supports the JD-R perspective regarding resource relevance. Limitations: This study's limitations include its cross-sectional design, potential omission of factors such as leadership style, and reliance on self-reported data, which may introduce bias despite attempts to mitigate it. Contributions: The findings provide empirical evidence for strategic human resource development and extend the JD-R theory in the public sector context.

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