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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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Change Readiness During Ongoing Restructuring at the Agricultural Engineering and Modernization Agency Annisa Hana Fitriani; Furqon Syarief Hidayatulloh; Yunus Triyonggo
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.v6i2.3708

Abstract

Purpose: This study analyzes the key individual and organizational factors influencing employee readiness for change during ongoing restructuring at Indonesia’s Badan Standardisasi Instrumen Pertanian Modernisasi dan Pertanian (BRMP) and proposes evidence-based recommendations to support leadership decision-making in managing the transition. Research Methodology: A mixed-method design was used. The quantitative phase used Structural Equation Modeling-Partial Least Squares (SEM-PLS) with data from 100 civil servants across 13 organizational units selected through purposive sampling based on direct restructuring experience. The sample size met the SEM-PLS adequacy criteria. The qualitative phase involved in-depth interviews with six management representatives of the company. Results: All five hypotheses were supported in this study. Previous restructuring experience had the strongest effect on readiness (? = 0.408, p < 0.001), followed by organizational valence (? = 0.246, p = 0.001), communication systems (? = 0.240, p = 0.004), and self-efficacy (? = 0.150, p = 0.039). The model explained 80.2% of the variance in readiness (R² = 0.802). The interviews highlighted that reciprocal communication, active top-management involvement, and fair recognition systems are key strategic levers for enhancing readiness. Conclusions: Change readiness in BRMP is shaped by accumulated restructuring experience, perceived organizational benefit, communication quality, and individual confidence. The findings demonstrate that prior restructuring experience, when actively managed through institutional communication, can build rather than erode readiness across multiple restructuring cycles. Limitations: The cross-sectional design and specialized sample of 100 respondents limit the temporal generalizability. Contributions: This study extends the organizational readiness framework to a repeated, compressed, and ongoing restructuring context in Indonesian public institutions. The integration of SEM-PLS with in-depth management interviews provides both structural and strategic perspectives on readiness factors.
Sustainable Leadership and Green Innovation: The Role of Green HRM in Indonesian Export MSMEs Lina Saptaria; Wawan Herry Setyawan; Danang Erwanto; Edwin Agus Buniarto; Arthur Daniel Limantara
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.v6i2.3725

Abstract

Purpose: Based on the Ability–Motivation–Opportunity (AMO) and Resource-Based View (RBV) frameworks, this study aims to analyze the direct and indirect relationships between Sustainability Leadership (SL), Green Human Resource Management (GHRM), and Green Innovation (GI) in export-focused MSMEs in Indonesia. Research Methodology: The research design was quantitative with a survey method. Data were selected through purposive sampling from 284 respondents. The research questionnaire used a five-point Likert scale. Data analysis used Structural Equation Modeling (SEM) with Partial Least Squares (PLS). Results: The findings indicate that Sustainable Leadership has no direct effect on Green Innovation, however, it has a significant effect on GHRM. Furthermore, GHRM significantly increases Green Innovation and is able to mediate the relationship between Sustainable Leadership and Green Innovation. Conclusions: The implementation of GHRM serves as a key factor that bridges Sustainability Leadership and Green Innovation within the context of export MSMEs. Limitations: This study only examines Sustainable Leadership, GHRM, and Green Innovation, without considering other variables such as organizational culture, government support, technology, and market pressures. Contributions: This study fills a research gap by integrating the AMO and RBV frameworks to explain the mechanism by which Sustainable Leadership influences Green Innovation through GHRM in the context of Indonesian export MSMEs, a finding that remains limited in the empirical literature. These findings highlight the importance of developing sustainable leadership programs, adopting GHRM practices, and encouraging green innovation to achieve sustainable performance among export MSMEs.
Work-Related Stress, Burnout, and Well-Being among Nasarawa State University Academic Staff Stephen S Ojo; Martina A Pojwan
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.v6i2.3752

Abstract

Purpose: Due to the high levels of job-related stress that endanger faculty members' physical and mental health, modern life changes have seriously endangered academic psychological well-being. The main objective of this study was to ascertain the relationship between the psychological well-being of academic staff and work-related stress, burnout, and personality traits. Research Methodology: A cross-sectional survey approach was employed in this study. The study population included male and female academic staff at Nasarawa State University, Keffi, consisting of permanent faculty and lecturers on sabbatical leave. Data for this study were collected using a standardized questionnaire consisting of five sections. Both descriptive and inferential statistics were used for the statistical analysis of the data. Results: The results indicate that there is a significant relationship between academic staff well-being and factors such as personality, work-related stress, and burnout, and that these factors also have a combined effect on their well-being. Conclusions: The study concluded that personality traits, burnout, and work stress all predict psychological well-being among the faculty of Nasarawa State University, Keffi. Limitations: Issues such as burnout and work stress occur over time. Therefore, the design may not rigorously demonstrate the dynamic processes leading to psychological well-being. Contributions: The study will help human resource management of the Nasarawa State University to develop effective workplace intervention strategies that will not only address the variables having a negative impact on the psychological well-being of academic staff but also promote overall well-being for efficient productivity.
Talent Sustainability Practices in Indonesian Financial Institutions: A Qualitative Study of Skills for Green and Inclusive Finance Ilham Ilham; Indri Septiani; Suhendra Suhendra
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.v6i2.3780

Abstract

Purpose: This study explores how Indonesian financial institutions develop and sustain talent for green and inclusive finance, focusing on Environmental, Social, and Governance (ESG) principles. Research Methodology: A qualitative multi-case study design was employed, with data gathered through in-depth interviews with 22 professionals from banks, multi-finance firms, insurance companies, and fintech institutions. We also analyzed sustainability reports and regulatory guidelines. Thematic analysis was used to derive the insights. Results: Three main findings emerged: (1) talent sustainability is viewed as a strategic agenda, focusing on continuous skill evolution and ESG-oriented leadership; (2) competencies such as ESG risk assessment, green taxonomy literacy, and cross-functional collaboration are increasingly prioritized; and (3) HR practices are integrating ESG frameworks through structured learning pathways and performance management, despite challenges. Conclusions: Talent sustainability is crucial for the implementation of sustainable finance in Indonesia. Financial institutions that embed ESG competencies into their Human Resources) HR frameworks will be better positioned to meet regulatory demands and gain a competitive edge in the green economy. Limitations: This study is limited to financial institutions in Indonesia, and its findings may not be applicable to other sectors or countries. The qualitative design may also limit its generalizability. Contribution: This study contributes to the sustainable finance literature by linking talent sustainability with green finance practices. It offers a model for developing green finance competencies and provides practical implications for HR and future research.
Leadership and Job Stress among Non-Civil Servants: Job Satisfaction Mediation and Employment Status Moderation Darmadi Darmadi; Desi Prasetiyani; Guruh Dwi Pratama; Suwanto Suwanto
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.v6i2.3790

Abstract

Purpose: This study examines the effect of leadership on job stress among non–civil servant government employees, including Government Employees under Work Agreements (PPPK), by analyzing the mediating role of job satisfaction and the moderating role of employment status. Research Methodology: A quantitative survey was conducted among non–civil servant and PPPK employees in the South Tangerang City Government. From a population of 3,327 employees, 357 respondents were selected using proportional random sampling methods. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine the direct, mediating, and moderating effects. Employment status was treated as a categorical moderator distinguishing PPPK employees from other contract-based staff members. Results: Leadership had a significant negative effect on job stress (? = ?0.380, p < 0.001) and a significant positive effect on job satisfaction (? = 0.519, p < 0.001). Job satisfaction significantly reduced job stress (? = ?0.433, p < 0.001) and partially mediated the relationship between leadership and job stress (? = ?0.225, p < 0.001). Employment status significantly moderated the relationship between job satisfaction and job stress (? = ?0.086, p = 0.024). Conclusions: Job stress among non–civil servant public employees is influenced by leadership quality, job satisfaction, and employment status. Limitations: The cross-sectional design and single local government context limit the generalizability of the findings. Contributions: This study contributes to the public-sector human resource management literature by integrating leadership, job satisfaction, and employment status within a mediation–moderation framework based on the Job Demands–resources perspective.
Leadership, Incentives, and Motivation for Customer Care Performance in Automotive Service Organizations Harun Nurrosyid; Deti Mulyo Harsono; Sapta Dwikardana
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.v6i2.3794

Abstract

Purpose: This study aims to analyze the relationship between leadership style, incentives, and work motivation on the performance of customer care employees in carrying out follow-up reminder service activities at Honda car dealers in the Jabodetabek region Research Methodology: This research was conducted at Honda car dealers in the Jabodetabek area using a quantitative explanatory research design. Data were collected using a Likert-scale questionnaire distributed via Google Forms to 62 customer care employees selected using purposive sampling. The study applied multiple linear regression analysis to examine the partial and simultaneous relationships among the variables. Instrument validity and reliability tests were performed, along with classical assumption tests, including normality, multicollinearity, and heteroscedasticity. Data analysis was conducted using a statistical software. Results: Leadership style, incentives, and work motivation were significantly related to customer care performance in follow-up reminder service activities, both individually and simultaneously. Work motivation showed the strongest relationship with employee performance among the variables. Conclusions: Employee performance in follow-up reminder service activities is influenced by internal organizational factors, particularly leadership style, incentive systems, and motivation. Limitations: This study is limited to one brand, one region, and a limited number of variables, which may restrict the generalizability of its findings. Contributions: This study contributes empirically to the human resource management and service management literature by contextualizing employee performance within follow-up reminder service activities and providing practical insights for automotive dealer management.
Information and Communication Technology-Based Education and Learning Challenges in The Industrial Age 5.0 Riyanto Wujarso; Saprudin Saprudin; Revan Andhitiyara
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.v6i2.3827

Abstract

Purpose: To analyze the challenges and adaptation strategies of Information and Communication Technology (ICT)-based education in the Industry 5.0 era, with a focus on the impact of the integration of the Internet of Things (IoT) and Artificial Intelligence (AI) on student character and the readiness of the learning ecosystem. Research methodology: Descriptive qualitative analysis methods were used to evaluate social phenomena, perceptions, and the readiness of educational elements to adapt to digital transformation in depth. Results: The findings indicate a shift in student character due to the dominance of technology, the urgency of character-based curriculum reform, the need to improve teachers' digital competencies, and the crucial importance of equitable ICT infrastructure as a key enabler. Conclusions: Education in the 5.0 era requires a balance between technological advancement and strengthening humanism. The synergy between an adaptive curriculum, competent teachers, and adequate infrastructure is key to producing a generation that is innovative yet strong in character. Limitations: This study is limited to a descriptive qualitative analysis of the geographical context of developing countries, specifically Indonesia. Consequently, the interpretive findings are highly contextual and not intended for broad statistical generalization across different global demographics or advanced educational ecosystems. Contributions: This study provides a strategic foundation for designing an education roadmap that is responsive to Industry 5.0 and enriches the literature on education management by maintaining moral values amid technological disruption.
Soft Skill Development Model for Gen Z Students at Vocational Colleges : Perspective Human Resource Management Jazuli Juwaini; Dingot Hamonangan Ismail; Danang Aziz Akbarona; Ria Estiana; Damdam Damiyana
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.v6i2.3841

Abstract

Purpose: This study aimed to develop a soft skills model for Generation Z students in vocational higher education. It specifically examines the influence of lecturer competence and learning motivation on improving students’ soft skills quality in the era of Industrial Revolution 4.0 and Society 5.0. Research Methodology: This study was conducted at the LP3I Polytechnic with a population of active students residing in the Jabodetabek area. A quantitative research approach was adopted. Data were collected through a structured survey using questionnaires and analyzed using statistical methods with the support of data analysis software to test the relationships among variables. Results: The results show that lecturer competence positively and significantly affects students’ soft skill development. Learning motivation also had a positive and significant effect on the quality of students’ soft skills. Furthermore, lecturer competence and learning motivation simultaneously have a positive and significant influence on improving students’ soft skills. Conclusions: This study concludes that lecturer competence and student learning motivation are key factors in enhancing the soft skills of Gen Z students in vocational education. Limitations: This study was limited to students of the Lembaga Pendidikan dan Pengembangan Profesi Indonesia (LP3I) Polytechnic in the Jabodetabek area and used a quantitative approach, which may not fully capture deeper behavioral aspects. Contributions: This study contributes to the human resource management and education literature, particularly in vocational education. This study provides practical insights for educators and institutions to improve soft skill development strategies for Generation Z students.
Digital Leadership and Hospital Performance: The Serial Mediating Roles of Employee Engagement and Job Satisfaction Sukmo Hadi Nugroho; Diah Pranitasari; Meldasari Said
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.v6i2.3875

Abstract

Purpose: This study examines how digital leadership and Strategic Human Resource Management (SHRM) influence hospital performance through employee engagement and job satisfaction. Using SHRM and employee behavioral perspectives, the study develops an integrated framework linking digital leadership, talent management, career development, employee well-being, performance management, and HR analytics to organizational performance. Research Methodology: A quantitative explanatory design was employed using survey data from 200 hospital employees in Jakarta. The model was analyzed using Partial Least Squares structural equation modeling (PLS-SEM) to test the direct and serial mediation effects. Results: The results show that digital leadership (? = 0.29), talent management and career development (? = 0.33), and employee well-being (? = 0.31) significantly enhance employee engagement. Engagement strongly affects job satisfaction (? = 0.74) and performance management and HR analytics outcomes (? = 0.45), whereas job satisfaction further improves performance (? = 0.34). A significant serial mediation mechanism was confirmed, with engagement and job satisfaction jointly transmitting the effects of strategic HR practices on performance. The model demonstrates strong explanatory power (R² = 0.61 for engagement; R ² = 0.68 for performance). Conclusions: The study concludes that Hospital performance in the digital era depends on the alignment of digital leadership, talent development, employee well-being, and HR analytics-based performance systems. Limitations: The cross-sectional design and self-reported data limit causal inference, suggesting the need for future longitudinal and multi-source research. Contributions: This study contributes to the literature by proposing an integrated SHRM framework and validating a serial mediation model in healthcare settings.
Shaping Human Resource Resilience through Failure, Support, and Future Orientation Bintoro Ariyanto; Derah Sudjaniah; Rita Yuni Mulyanti; Albiansyah Albiansyah
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.v6i2.3891

Abstract

Purpose: This study examines how failure experiences, environmental support, and future orientation influence individual resilience through meaning-making. It also tests the moderating role of growth mindset in strengthening this relationship. Research Methodology: A quantitative cross-sectional survey was conducted with 385 productive-age individuals outside formal organizations. Data were collected using validated scales and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Direct, mediation, and moderation effects were tested using bootstrapping procedures. Results: Failure experiences, environmental support, and future orientation positively affect resilience both directly and indirectly through meaning-making. Meaning-making acts as a key mechanism that transforms experiences and support into psychological strength. Growth mindset strengthens the relationship between meaning-making and resilience. Individuals with stronger growth-oriented beliefs demonstrate higher resilience when they construct meaningful interpretations of their experiences. The model shows strong explanatory power in predicting resilience. Conclusions: Resilience is influenced not only by challenges and support but also by the ability to construct meaning from experiences, with growth mindset amplifying this process. Limitations: The cross-sectional design and reliance on self-reported data limit causal interpretation and generalizability across different contexts. Contributions: This study proposes a moderated mediation framework that highlights meaning-making and growth mindset as central mechanisms in resilience development and provides practical insights for resilience-building interventions.

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