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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 365 Documents
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Effect of On-Time Delivery, Tracking, and Cargo Insurance on Customer Loyalty through Customer Satisfaction Isti Fani; Edi Abdurachman; Juliater Simarmata; Nofrisel Nofrisel
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.v6i2.3718

Abstract

Purpose: This research investigates how on-time delivery, tracking systems, and cargo insurance influence customer loyalty via customer satisfaction among logistics service users in Jakarta, Indonesia. Methodology: This research utilized a quantitative, cross-sectional approach with purposive sampling of 318 logistics customers in Jakarta (62% business and 38% individual consumers). Five constructs were measured using validated seven-point Likert scales and analyzed via SEM-PLS using SmartPLS with 5,000 bootstrap resampling. Results: On-time delivery significantly affected customer satisfaction (β = 0.326, p < 0.001) and loyalty (β = 0.386, p < 0.001). Tracking systems and cargo insurance also significantly influenced satisfaction (β = 0.285 and 0.249, p < 0.001) and loyalty (β = 0.205, p = 0.002; and β = 0.138, p = 0.009). Customer satisfaction significantly predicted loyalty (β = 0.460, p < 0.001). All mediation paths showed partial mediation (VAF = 28.0%–45.5%). The model explained 79.0% of the satisfaction and 77.4% of the loyalty variance. Conclusions: Customer satisfaction partially mediates the effect of logistics service attributes on loyalty. Building on previous studies, this study categorizes on-time delivery, tracking systems, and cargo insurance into three separate trust dimensions operational, informational, and financial that influence satisfaction and loyalty. Limitations: This study was limited to logistics customers in Jakarta, employed a cross-sectional design, and examined only three service attributes, excluding other potential determinants of loyalty. Contributions: This study enhances the literature on logistics service quality by introducing a three-dimensional trust framework, offering practical insights for providers in Jakarta.
Green HRM, Motivation, and Work Engagement Influencing Airline Management Performance: A Systematic Literature Review Devi Marlita; Yulianti Keke; Abdullah Ade Suryobuwono; Otto Sugiharto Prakoso; Muhammad Tohir; Primadi Candra Susanto
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.v6i2.3813

Abstract

Purpose: This study conducts a systematic literature review on the relationships among Green Recruitment, Green Training, motivation, Work Engagement, and airline management performance in the Indonesian aviation context using a Green Human Resource Management (HRM) perspective. Methodology: This study employed a Systematic Literature Review (SLR) following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Literature from Scopus, Web of Science, Emerald, Springer, and Google Scholar published between 2020 and 2025 was screened using predefined criteria. A total of 42 relevant peer-reviewed articles were selected and analyzed using thematic and comparative synthesis. Results: Prior studies suggest that Green Recruitment, Green Training, and employee motivation are positively associated with Work Engagement and airline management performance. Work Engagement consistently appears to be an important mediating mechanism linking green HRM practices and management performance. The findings further indicate that environmentally oriented HRM practices contribute to organizational sustainability, operational effectiveness, and employee commitment in the aviation industry. Conclusions: Green Recruitment, Green Training, and motivation improve Work Engagement and airline management performance. Work Engagement also acts as a key mediating variable. Limitations: This study’s limitations lie in its literature review-based nature, thus requiring supporting primary data from existing airlines in Indonesia. Contributions: This study contributes a framework for airline company managers to understand how green recruitment, green training, and motivation can improve performance through work-engagement.
Evaluation of Intelligence Management Strategies in Improving National Security and Resilience Preparedness Riyanto Wujarso; Guntur Eko Saputro
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.v6i2.3826

Abstract

Purpose: This study aims to evaluate the convergence between technology-based intelligence management, strategic risk mitigation, and national resilience in the face of increasingly complex contemporary threats. Methodology: Using the Systematic Literature Review (SLR) method, this study analyzed 40 selected articles from the Scopus and Association for Computing Machinery (ACM) Computing Survey databases published between 2023 and 2025. Results: The findings indicate that the integration of Artificial Intelligence (AI) and Big Data is a key pillar of modern intelligence transformation. The synchronization of strategic risk with defense policy and the synergy between cybersecurity and nonmilitary intelligence have proven crucial in effectively responding to hybrid threats. Conclusions: This study concludes that the adoption of AI has become imperative to strengthen early detection capabilities against rapidly moving threats. In addition, an adaptive risk framework is needed to mitigate volatile, non-military threats. Ultimately, robust national resilience depends heavily on the effectiveness of cross-sector collaboration to protect critical infrastructure from various disruptions in the digital age. Limitations: This study is limited to academic literature indexed in Scopus and ACM, thus not covering closed policy documents or gray literature. Contributions: This study provides a strategic foundation for the formulation of defense policies that are adaptive to technology and enriches the literature on national security in the digital age.
Concepts Employee Productivity, Analysis in the Ground Handling Sector: A Literature Review Study Muhammad Tohir; Andri Primadi; Lira Agusinta; Euis Saribanon; Danang Darunanto; Primadi Candra Susanto
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.v6i2.3833

Abstract

Purpose: This study aimed to identify factors that influence employee productivity in Indonesia’s ground handling sector. The research approach used is a literature review, which synthesizes findings from various previous international, indexed scientific articles relevant to the research topic. 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 show that organizational culture, organizational commitment, and remuneration affect the work productivity of ground handling sector employees directly or indirectly through job satisfaction. Conclusions: This study concludes that organizational culture, commitment, and remuneration influence employee productivity in the ground handling sector, both directly and indirectly through job satisfaction. Therefore, improving job satisfaction is essential for strengthening work quality, quantity, and punctuality. Limitations: This study’s limitation is that it relies solely on the synthesis of various scientific articles and does not involve field data from ground handling companies directly. This limits the study's ability to capture the actual operational conditions, technical challenges, and human resource dynamics on the apron or terminal. Contributions: Given the limited research on Human Resource Management (HRM) in the ground handling sector, this study contributes to the development of the literature in this highly technical and high-risk sector.
Does Work Engagement and Job Satisfaction Mediate the Relationship between Servant Leadership and Extra-Role Performance? Nurlaely Razak; Muh. Tafsir; Susianah Mochtar; Nur Syamsu; Muh. Fathurrahman
Annals of Human Resource Management Research Vol. 6 No. 3 (2026): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6.n3.p367-386.2026

Abstract

Purpose: This study examines the relationship between servant leadership and extra-role performance through the mediating roles of work engagement and job satisfaction based on SET and CDT perspectives. This study aims to enhance the understanding of how leadership practices influence employees’ discretionary behaviors in the hospitality industry. Methodology: The study involved 190 employees from 17 four-star and two five-star hotels in Makassar, Indonesia, selected through purposive sampling. Data were analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM) with SmartPLS to assess the direct and indirect relationships among the constructs. Results: The findings indicate that servant leadership has a significant positive effect on extra-role performance and enhances employees’ work engagement and job satisfaction. Conclusions: This study examined the role of servant leadership in enhancing extra-role performance through work engagement and job satisfaction among hotel employees in Makassar. The findings show that servant leadership positively affects extra-role performance, work engagement, and job satisfaction; however, neither mediator significantly explains this relationship. Limitations: This study is limited to employees working in four-star and five-star hotels in Makassar and employs a cross-sectional research design, which may limit the generalizability of the findings and the ability to establish causal relationships between the variables. Contributions: This research contributes to the development of Social Exchange Theory (SET) and Conservation of Resources Theory (CDT) by examining servant leadership, work engagement, job satisfaction, and extra-role performance. It also provides practical insights for hotel managers to strengthen servant leadership and improve organizational effectiveness.
Management Transparency, Achievement Recognition, and Development Opportunities on Job Satisfaction: Role of Psychological Empowerment Ahmad Junaidi; Muhammad Yusuf; Agus Budiwaluyo; Yuly Astika
Annals of Human Resource Management Research Vol. 6 No. 3 (2026): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6.n3.p37-56.2026

Abstract

Purpose: This study examines the influence of management transparency, achievement recognition, and development opportunities on the job satisfaction of MSME employees in Surabaya, with psychological empowerment as a mediating variable. Methodology: A quantitative explanatory approach was employed using an online survey of 100 Micro, Small, and Medium Enterprises (MSME) owners and managers in Surabaya, selected through purposive sampling. Data were analyzed using SEM-PLS with SmartPLS software. Results: Development opportunities significantly affect job satisfaction, both directly and indirectly, through psychological empowerment. Psychological empowerment also has a significant and positive effect on job satisfaction. Management transparency influences job satisfaction indirectly through psychological empowerment, while achievement recognition has no significant direct or indirect effect. Conclusions: Psychological empowerment is an important mechanism linking management practices to job satisfaction. Development opportunities emerged as the strongest factor in enhancing employee satisfaction within MSMEs. Limitations: The cross-sectional design limits the observation of changes over time, and the findings are restricted to the context of Surabaya. Contributions: This study extends the application of Psychological Empowerment Theory and Maslow Hierarchy of Needs in the MSME setting and provides practical insights for improving employee satisfaction through empowerment-oriented management practices. Novelty: This study highlights psychological empowerment as a mediator between key managerial factors and job satisfaction in Indonesian MSMEs.
Impact of SOPs, Work Conditions, and Training on Port Employee Performance Deviyantoro Deviyantoro; Denny Kurnia
Annals of Human Resource Management Research Vol. 6 No. 3 (2026): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6.n3.p77-92.2026

Abstract

Purpose: This study examines the influence of Standard Operating Procedures (SOPs), work environment, and training on employee performance at PT Pelabuhan Tanjung Priok, Banten Branch, a high-risk port-service organization where procedural accuracy and operational reliability are essential. Methodology: This study used a quantitative explanatory survey design. Data were collected from 104 employees selected from a population of 140 using Slovin’s formula with a 5% margin-of-error. The respondents represented operational, administrative, and supervisory units. The data were analyzed using validity and reliability tests, classical assumption tests, multiple linear regression, partial t-tests, simultaneous F-test, and coefficient of determination analysis with SPSS 27. Results: The findings show that SOPs have a positive and significant effect on employee performance, with training having the strongest positive and significant effect. The work environment had a positive but statistically insignificant effect. Simultaneously, SOPs, work environment, and training significantly affect employee performance, with an Adjusted R² of 29.5%. Conclusions: Employee performance in port operations is mainly strengthened through clear procedures and job-relevant training, while the work environment serves as a supporting factor. Limitations: This study is limited to one port-service company and three internal management variables. Contributions: This study contributes to the human resource management literature by offering an integrated model of SOPs, work environment, and training in a high-risk port-service context.
The influence of adversity quotient on nurses’ job performance during the COVID-19 Pandemic at Batam City Health Centers Arman Syarif; Nanda Fathiyah Gumay; Ahmad Sopyan
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.v4i2.3248

Abstract

Purpose: This study explores the effect of Adversity Quotient (AQ) on nurse job performance, with motivation as a mediating factor, especially during the COVID-19 crisis. Methodology: Employing a quantitative, explanatory research design, the study collected data from 137 nurses at community health centers (Puskesmas) in Batam, Indonesia. Data were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) to examine both direct and indirect effects. Results: AQ significantly boosts motivation but does not directly affect performance. Motivation has a strong positive impact on performance and fully mediates the AQ–performance link, showing that resilience must be channeled through motivation to influence behavior. Conclusions: The research concludes that AQ alone is insufficient to enhance performance it requires the presence of motivation to translate resilience into tangible outcomes. This highlights the importance of fostering motivational support in healthcare environments Limitations: The study’s generalizability is limited to nurses in Batam and is constrained by its cross-sectional design and self-reported data, which may introduce bias. Contribution: This study strengthens the integration of adversity quotient theory with self-determination theory by validating the mediating role of intrinsic motivation. It contributes a psychological model where motivation serves as a catalyst for transforming resilience into effective job behavior.
Evaluating How Openness and Agreeableness Influence Rewards and Affective Commitment Levels Emelia Aniah; Donatus Kuuzume; Daniel Agyemfour-Agyemang Sarpong; Ernest Kumi
Annals of Human Resource Management Research Vol. 6 No. 3 (2026): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6.n3.p287-303.2026

Abstract

Purpose: This study examined how openness to experience and agreeableness moderate the relationship between non-financial and financial rewards and affective commitment in financial institutions. Methodology: A quantitative approach with probability sampling was used.  Data were collected from 215 employees in 16 Bank of Ghana-licensed institutions in the Municipality in Ghana’s Upper West Region. Model estimation was performed using multiple linear regression. Results: The results showed that agreeableness significantly moderated the relationship between financial rewards and affective commitment. Additionally, openness moderates the relationship between affective commitment and nonfinancial rewards. Conclusions: This study concludes that rewards positively influence commitment. Therefore, organizations should use appropriate reward systems to strengthen employees' affective commitment.  Since the study revealed that the personality traits of agreeableness and openness to experience positively influence affective commitment, managers should recognize and reward employees who demonstrate these traits. Limitations: The study was limited to the Wa Municipality, which may restrict the generalizability of the findings to other regions of Ghana, as not all regions were represented in the sample. Additionally, the use of a cross-sectional survey design limited the ability to establish causal relationships among the study variables because the data were collected at a single point in time. Contributions: This study highlights the importance of incorporating individual psychological characteristics into theoretical models of Human Resource Management (HRM) and employee motivation. The findings indicate that employees with different personality profiles respond differently to rewards, underscoring the need for more individualized approaches to reward management in the workplace.
Turnover Intention among Hotel Chefs: The Mediating Effect of Job Stress Prasetyo Kurniawan; Suwanto Suwanto; Subarto Subarto
Annals of Human Resource Management Research Vol. 6 No. 3 (2026): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6.n3.p93-108.2026

Abstract

Purpose: This study investigates the effects of workload and work conflict on turnover intention among hotel chefs, with job stress as a mediating variable. Methodology: A quantitative survey was conducted with 120 chefs employed in star-rated hotels in Tangerang, Indonesia, each with at least one year of work experience. Data were collected using structured questionnaires and analyzed to examine the direct and indirect relationships among the variables. Results: The findings revealed that workload and work conflict significantly increased job stress, which in turn strengthened turnover intention. Both workload and work conflict also had direct positive effects on turnover intention. Job stress partially mediated these relationships, indicating that excessive job demands and workplace conflict influence employees' intention to leave both directly and indirectly through increased stress. Conclusions: Workload and work conflict are key determinants of turnover intention among hotel chefs. Effective management of job demands and workplace conflicts can reduce stress and improve employee retention. Limitations: This study is limited to 120 chefs working in star-rated hotels in Tangerang, which may restrict the generalizability of the findings to other hospitality contexts or regions. Additionally, the use of self-reported survey data may introduce response bias. Contributions: This research enriches the hospitality and human resource management literature by demonstrating the mediating role of job stress in the relationship between workload, work conflict, and turnover intention, while providing practical implications for employee retention strategies.

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