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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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The Impact of Green HRM, Leadership, Innovation, and Psychological Climate on Business Sustainability Sari Fitri; Rahmad Ade Putra; Muhlisah Lubis
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.v6i1.3830

Abstract

Purpose: This study aims to analyze the effects of Green Human Resource Management, Green Transformational Leadership, and Green Innovation on Business Sustainability, with Green Psychological Climate as a mediating variable among Forest Farmer Groups under the guidance of the Pasaman Raya Protected Forest Management Unit. Research Methodology: This study employed a quantitative survey method involving 200 members of Forest Farmer Groups actively engaged in Kelulut Honey cultivation in Pasaman Raya, Indonesia. Data were collected using structured questionnaires and analyzed using PLS-SEM with SmartPLS software. Results: The findings show that Green Human Resource Management, Green Transformational Leadership, and Green Innovation positively and significantly impact Business Sustainability and Green Psychological Climate. Additionally, Green Psychological Climate significantly mediated the relationships between these factors and Business Sustainability. Conclusions: This study concludes that effective green management practices, environmentally oriented leadership, and continuous green innovation are essential for strengthening psychological support for pro-environmental behavior, which ultimately enhances business sustainability in community-based organizations. Limitations: This study was limited to Forest Farmer Groups in Pasaman Raya and focused on Kelulut honey cultivation, which may restrict the generalization of the findings to other sectors and regions. Contributions: This study provides empirical evidence of how green practices and leadership promote sustainability, contributing to sustainable management, environmental psychology, and community-based business development. The findings offer valuable insights for policymakers, community leaders, and development agencies aiming to support sustainable business models in rural and environmental organizations in Indonesia.    
Human Resource Capabilities and Local Business Models as Drivers of BUMDESMA Institutional Transformation Katri Gentari; Sri Agustina; Susillawati
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.v6i1.3940

Abstract

Purpose: This study aims to examine the institutional transformation strategy of Joint Village-Owned Enterprises (BUMDesma) originating from the PNPM Rural Program Management Unit (UPK) and analyze the role of human resource capabilities and local business models in strengthening rural economic competitiveness. Research Methodology: This study was conducted in the Bayung Lencir Subdistrict, Indonesia, using a qualitative, single-case study approach. Data were collected through in-depth interviews with BUMDesma managers and village stakeholders, field observations, and analyses of organizational and policy documents. The data were analyzed thematically. Results: The findings show that Green Human Resource Management, Green Transformational Leadership, and Green Innovation positively and significantly impact Business Sustainability and Green Psychological Climate. Additionally, Green Psychological Climate significantly mediated the relationships between these factors and Business Sustainability. Conclusions: This study concludes that integrating human resource capabilities with adaptive local business models is essential for effective institutional transformation and the long-term sustainability of BUMDesma in Indonesia. Limitations: This study was limited to a single case, which may restrict the generalizability of the findings. Contributions: This research contributes to the community-based strategic management and rural development literature by proposing an integrative institutional transformation strategy model and offering practical insights for policymakers and BUMDesma managers to enhance the sustainable rural economic competitiveness.
The Influence of Motivation, Training, and Self-Efficacy on Employee Performance through Employee Engagement: Library Research Dewi Untari; Dewi Endah Fajariana; Evi Selvi; Agnia Nurul Huda; Supardi Supardi
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.v6i1.3626

Abstract

Purpose: This study aims to analyze the influence of Motivation, Training, and Self-Efficacy on Employee Performance through Employee Engagement in the entrepreneurial sector in Indonesia. Using a literature review approach, this study synthesizes the findings from various relevant, internationally indexed academic articles. Research Methodology: This study used a descriptive qualitative research method with a literature review approach. Data were collected from reputable, internationally indexed articles obtained from Scopus, Web of Science, Emerald, Springer, and Google Scholar databases. The selected literature was analyzed using reduction techniques, data presentation in matrix form, and comparative synthesis to identify patterns, similarities, and differences between studies. Results: The results of the study indicate that motivation, training, and self-efficacy have a positive and significant effect on employee performance, both directly and indirectly through employee engagement. Limitations: The limitations of this study lie in its literature review-based nature; therefore, generalization of the results still requires support from empirical research with primary data. Conclusions: This study synthesizes existing scholarly evidence on the relationships among motivation, training, self-efficacy, employee engagement, and employee performance within Indonesia’s entrepreneurial sector. Several theoretically and practically significant conclusions can be drawn from a systematic literature review of internationally indexed academic sources. Contributions: This study contributes by providing an integrative conceptual framework regarding the role of motivation, training, and self-efficacy on employee performance with employee commitment as a mediator.
Exploring How the Recruitment System Enhances Employee Performance at Kusuma Agrotourism Hanafiah, Ali; Adiba, Farah; Dewantara , C. Evie; Safarah, Fasya
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.v5i3.3804

Abstract

Purpose: This study explores the impact of recruitment systems on employee performance at PT Kusuma Agrowisata, focusing on how different aspects of recruitment, such as transparency, objectivity, and alignment with organizational goals, influence employee productivity, work attitude, and professional behavior. Research Methodology: Data was collected from 62 employees within the Agrotourism Division of PT Kusuma Agrowisata using a questionnaire that measured recruitment practices and employee performance. The study employed validity and reliability tests to ensure the accuracy of the measurement instrument, followed by data analysis through t-tests and simple linear regression. Results: The study found a significant relationship between recruitment system quality and employee performance, with over 63% of the variation in employee performance explained by recruitment practices. A well-designed recruitment system, which aligns candidate qualifications and organizational needs, significantly improves employee performance. Conclusions: The findings suggest that improving recruitment processes can lead to significant enhancements in employee performance. The study emphasizes the importance of transparent, objective, and well-aligned recruitment strategies as essential tools for organizational success, particularly in specialized industries like agrotourism. Limitations: The study is limited by its sample size of 62 respondents and its focus on the recruitment system alone, excluding other factors such as leadership and organizational culture. Future research could explore the role of these additional factors and use a larger sample to increase generalizability. Contribution: This study provides valuable insights for HR practitioners, especially in the agrotourism sector, on how recruitment practices can be optimized to improve employee performance and reduce turnover. It contributes to the broader literature on human resource management by focusing on niche industries like agrotourism.
The Role of Compensation in Improving Employee Performance Kosasih Kosasih; Lie Anto; Antonius Kurniawan; Ageng Prasetia; Erniaty Beddu
Annals of Human Resource Management Research Vol. 6 No. 2 (2026): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i2.3120

Abstract

Purpose: This study aims to empirically examine the effects of work environment, work experience, and education level on employee performance, as well as to analyze the mediating role of compensation in Indonesian State-Owned Enterprises (SOEs). Research Methodology: A quantitative approach using Structural Equation Modeling-Partial Least Squares (SEM-PLS) was employed, with a sample of 110 employees working in SOEs, each with at least five years of work experience. Data were collected using a structured questionnaire on a 5-point Likert scale. Results: The study found that the work environment, work experience, and education level significantly impacted employee performance. However, compensation did not directly affect the performance. Compensation only mediated the relationship between work experience and performance, not between the work environment and education level. Conclusions: The work environment, work experience, and education level significantly affect employee performance in SOEs. Compensation was found to mediate the relationship between work experience and performance, but not for the work environment or education level. These results suggest that a conducive work environment, relevant work experience, and education can enhance performance. Compensation can serve as an additional motivator for high-performing employees to engage in CWB. Limitations: This study is limited to employees in State-Owned Enterprises and uses a cross-sectional design, which may restrict the generalizability of the findings. Future research should include other sectors and additional variables. Contributions: This study contributes to the HRM literature by clarifying the inconsistent role of compensation and highlighting the importance of experiential and environmental factors in enhancing employee performance.
The Role of Communication & HR Development Towards Improving Archives Governance Performance Eric Hermawan; Widiastuti Furbani; Gilbert Nainggolan; Nining Latianingsih; Dipa Teruna Awaludin
Annals of Human Resource Management Research Vol. 6 No. 2 (2026): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i2.3217

Abstract

Purpose: This study aims to examine the influence of communication and human resource development on improving archival governance. Research Methodology: A quantitative research design was applied using regression analyses. This study employed purposive sampling with a total of 97 respondents. Data were collected through questionnaires distributed to employees of the Central Java Provincial Education and Culture Office and analyzed using the SPSS software. Results: The results indicate that communication significantly affects governance governance performance. Human resource development also has a strong influence on performance. In addition, both communication and human resource development have a significant impact on the performance of archival governance. Conclusions: The SPSS results indicate that communication and human resource development significantly impact archival governance performance. Together, they explain 22.5% of the variation in performance, with the remaining 77.5% influenced by factors not covered in this study. Limitations: The findings highlight that effective communication and human Effective communication improves information delivery and participation, while human resource development enhances employee competence and professionalism, both crucial for enhancing archival governance performance and efficient archival management.                                 Contributions: Effective communication and competent Human Resource (HR) development are crucial for improving archive governance performance. Good communication ensures clear information regarding archive management, while HR development ensures the availability of skilled personnel to manage archives. Novelty: Effective communication and HR development are key to improving archival governance, ensuring efficient information delivery and professional and competent management of archival affairs.
Digital Transformation Mediation on Entrepreneurial Leadership, Innovation Management, Social Capital Impacts MSME Performance Selfiana Selfiana; Akka Latifah Jusdienar; Widya Nengsih; Harries Madiistriyatno; Ratnawita Ratnawita
Annals of Human Resource Management Research Vol. 6 No. 2 (2026): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i2.3359

Abstract

Purpose: The purpose of this research is to examine the impact of entrepreneurial leadership, innovation management, and social capital on MSME performance: with digital transformation mediation in east java. Research Methodology: A quantitative approach was employed involving 130 MSME owners. Data analysis and hypothesis testing were conducted using Structural Equation Modeling (SEM) with Partial Least Squares (PLS) path analysis and the bootstrapping technique to examine the relationships among the key variables in the study. Results: The findings show that Entrepreneurial Leadership and Social Capital are important drivers of digital transformation among MSMEs in East Java. Innovation Management becomes more effective through digital technology mediation. However, limited digital infrastructure and low digital literacy remain challenges. Therefore, strengthening digital capabilities, supportive policies, and social capital is essential for MSME growth. Conclusions: Digital transformation improves MSME performance by expanding market access and increasing their operational efficiency. Entrepreneurial leadership, social capital, innovation management, and policy support are essential for strengthening sustainable MSME growth in East Java. Limitations: This study only examines the independent variables, namely entrepreneurial leadership, innovation management, and social networks, even though there are many other independent variables that can influence MSMEs. Contributions: This type of research contributes to understanding how to enhance MSME competitiveness by examining how these core elements, combined with digital adoption, drive growth and success Novelty: This study is novel in that it develops an integrative model that places digital transformation as a strategic mediating variable in the relationship between entrepreneurial leadership, social capital, and innovation management on the sustainability of MSMEs, especially in the context of developing regions with limited infrastructure and digital literacy.
Human Resources Management's Role Through Learning Opportunities in Turnover Intention of Jakarta’s Education Sector Sonny Prasetyo; Edi Hamdi
Annals of Human Resource Management Research Vol. 6 No. 2 (2026): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i2.3519

Abstract

Purpose: This study explored the role of Human Resource Management (HRM) through programs that support learning opportunities and their influence on employee turnover intentions in Jakarta's education industry. Research Methodology: Data were collected through online surveys of school employees and teachers in Jakarta. A Structural Equation Model (SEM) was used with HRM and internal communication as independent variables, learning opportunities and turnover intentions as dependent variables, and internal communication as a moderator between HRM and turnover intention. Results: HRM reduces turnover intention and increases learning opportunities. Learning opportunities and internal communication have no significant effect on turnover intention, and internal communication does not moderate the HRM–turnover link. Conclusions: In Jakarta’s education industry, effective HRM is key to reducing turnover and fostering learning opportunities, while internal communication and learning opportunities play limited roles in influencing turnover. Limitations: Several factors need to be considered to determine whether they are suitable for the selected demographic. These differences can ultimately enrich our knowledge and insights into the situations and conditions around us. Contributions: This study aims to provide insights for organizations in planning investments through HRM programs that support learning opportunities as a way to reduce employee turnover.
Relationship between Islamic Human Resources Management (IHRM) Practices and Organizational Justice: An Empirical Study Hermanita Hermanita; Dimas Pratomo
Annals of Human Resource Management Research Vol. 6 No. 2 (2026): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i2.3667

Abstract

Purpose: This study analyzes the influence of Islamic Human Resource Management (IHRM) practices on Organizational Justice, with Islamic Remuneration and Compensation as a moderator. Research Methodology: A quantitative approach using primary survey data collected from employees of Islamic financial institutions in Indonesia was used. Hypotheses were tested using Structural Equation Modeling with Partial Least Squares (PLS-SEM). The measurement model confirmed the validity, reliability, and discriminant validity of all constructs, including factor loadings, composite reliability, and the Fornell-Larcker criterion. Results: Islamic Recruitment and Selection significantly and positively affected Organizational Justice. Islamic Training and Development had no significant direct effect. Islamic Remuneration and Compensation significantly affect Organizational Justice and successfully strengthen the positive relationship between Islamic Recruitment and Selection and Organizational Justice. The research model demonstrates strong explanatory power for the variance in Organizational Justice, with a substantial R-squared value. Conclusions: This study highlights the critical role of Islamic Recruitment and Selection and Islamic Remuneration in fostering a fair organizational climate. This emphasizes the necessity of an integrated IHRM system to improve perceptions of justice in Islamic financial institutions. Limitations: This study is limited by its focus on Islamic financial institutions in Indonesia, which may reduce generalizability. Additionally, the cross-sectional design and reliance on self-reported data may introduce biases. Contributions: This study contributes to the field of IHRM by integrating Islamic values with contemporary HR practices, offering practical insights into enhancing organizational justice in Islamic institutions, and providing a methodological framework for future research.
Digital Transformation at the Village Government: A Human Resources Adaptive Capability Analysis Marisa Permatasari; Otti Ilham Khair
Annals of Human Resource Management Research Vol. 6 No. 2 (2026): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i2.3704

Abstract

Purpose: While many studies have focused on technological factors in terms of digital transformation, this research shifts attention to human factors, specifically analyzing the adaptive capability of human resources using the digital competence framework. Research Methodology: This research used a qualitative approach, involving in-depth interviews with 15 village personnel who used the digital applications provided. The interviews were guided by and analyzed using the digital competence framework and NVIVO software. Results: The human resource adaptive capability of Banjarsari Village remains at the foundational level of the digital competence framework. Their use of technology is reactive and limited rather than proactive to engage the community. Conclusions: Despite having the necessary digital infrastructure, Banjarsari Village has not achieved a true digital transformation. This study identified three key factors that hinder meaningful transformation. Limitations: This research is limited to analyzing human resource adaptive capability through the digital competence framework. However, it identifies factors that have not been formally examined, pointing to important directions for future research. Contributions: The research findings offer practical insights for policymakers and village leaders, suggesting that future efforts should shift from merely providing infrastructure to investing in integrated capacity building.

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