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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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Risk Tolerance as a Mediation Mechanism between Financial Literacy and Investment Decisions Among Students Diah Ayu Septi Fauji; Ismayantika Dyah Puspasari; Dian Kusumaningtyas
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.p249-263.2026

Abstract

Purpose: to analyze the influence of financial literacy on investment decisions among students, with a focus on risk toleranceResearch Methodology: This study employed a quantitative approach and was analyzed using Smart Partial Least Squares (Smart PLS). The survey in this study was conducted by distributing an open questionnaire through G-form. Results: The results show that risk tolerance significantly mediates the influence of financial literacy on investors’ decisions. This means that financial literacy not only directly influences investment decisions but also primarily increases students' risk tolerance. Conclusions: Financial literacy has been shown to have a strong and substantive influence on risk tolerance, suggesting that increased financial understanding contributes to a more open attitude towards investment uncertainty. Risk tolerance, in turn, exerts a stronger influence on investment decisions than financial literacy, confirming its position as a key determinant of students' investment behavior. Limitations: The study was limited by a relatively narrow age range among respondents, which may restrict the generalizability of the findings. Future research should examine broader age groups to validate and extend these results. Contributions: Theoretically, these results enrich the behavioral finance literature by confirming that investment decisions are determined not only by knowledge but also by psychological factors that shape an individual's readiness to take on risk. In practice, these findings imply that financial education programs in colleges should not only focus on improving cognitive financial literacy but also include training using risk simulations, paper trading, and market case studies to build more realistic and proportionate risk tolerance
Work-Family Conflict Directions, Psychological Well-Being, and Performance in Public Sector Employees Julias Penata Utama; Fanny Martdianty
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.p131-144.2026

Abstract

Purpose: This study examines the direct and indirect effects of work-to-family conflict and family-to-work conflict on job performance through psychological well-being among employees of Statistics Indonesia. Methodology: A quantitative explanatory design with a cross-sectional self-report survey was employed. Data were collected from 333 civil servant employees of Statistics Indonesia from January to February 2026 and analyzed using Covariance-Based Structural Equation Modeling (CB-SEM) with LISREL 8.8. Results: Work-to-family conflict and family-to-work conflict had negative effects on psychological well-being, whereas psychological well-being had a positive effect on job performance. Family-to-work conflict negatively affects job performance. In contrast, work-to-family conflict had a positive direct effect on job performance, contrary to the hypothesized direction. Mediation analysis revealed that psychological well-being mediated both relationships. Competitive partial mediation was found in the work-to-family conflict–job performance relationship, whereas complementary partial mediation was found in the family-to-work conflict–job performance relationship. Conclusions: Psychological well-being is an important mechanism linking interrole conflict and job performance. The findings also confirm that work-to-family conflict and family-to-work conflict should be treated as distinct constructs. Limitations: This study is limited by its cross-sectional design, self-reported data, purposive sampling, and single organizational context. Contributions: This study extends the work-family conflict literature by applying the Conservation of Resources theory to a strategic public-sector institution. Public organizations should manage workload, psychological support, and family responsive work arrangements to sustain employee performance.
Examining the Effects of Transformational Leadership, Competence, and Organizational Culture on Civil Servants’ Performance Kadek Nopa Dwipayana; Ida Bagus Raka Suardana
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.p215-234.2026

Abstract

Purpose: This study examines how transformational leadership, employee competence, organizational culture, and the internalization of Tri Hita Karana values influence civil servants’ performance within the General Affairs Bureau of Bali Provincial Secretariat. Research Methodology: A qualitative descriptive approach explored leadership practices, competency development, organizational culture, and performance. Data were collected through semi-structured interviews with seven purposively selected informants from managerial and operational levels, supported by observations and LKJIP document analysis from 2023–2025. Data were analyzed using Miles and Huberman’s model and validated through triangulation and member checking. Results: Transformational leadership improves employee performance through idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Employee competence enhances organizational effectiveness, despite a digital competency gap between senior and junior employees. Balinese values, such as gotong royong, menyama braya, and Tri Hita Karana, strengthen collaboration, commitment, and cohesion. Key challenges include digital adaptation, limited technical resources, and inadequate performance evaluation of qualitative outcomes. Conclusions: This study proposes the Tri Hita Karana Synergy Model as a contextual framework for strengthening civil servant performance through the integration of leadership, competence, organizational culture, and local wisdom values. Limitations: The findings are based on a single public-sector institution and, therefore, reflect a context-specific perspective. Contributions: This study contributes to the public administration literature by demonstrating how local wisdom can reinforce organizational performance in public sector governance.
Healthcare Human Resource Development: Organizational Support and Work Engagement among Clinical Clerkship Students Gunawan Eko Nurtjahjono; Hefry Johan Ferdhianzah
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.p265-285.2026

Abstract

Purpose: This study examined work engagement among clinical clerkship students from a healthcare human resource development perspective. Specifically, it analyzes how perceived organizational support and the clinical learning environment influence work engagement during pediatric clinical education and evaluates whether the clinical learning environment functions as a moderating condition in this relationship. Methodology: A quantitative cross-sectional survey involving 251 clinical clerkship students at Rumah Sakit Saiful Anwar, affiliated with the Universitas Brawijaya, was conducted. Data were collected using structured questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4. Results: Perceived organizational support and the clinical learning environment positively influenced work engagement. The clinical learning environment was the strongest predictor, emphasizing the roles of supportive supervision, open communication, psychological safety, and collaborative learning during the clinical rotations. However, its moderating effect was not significant, indicating that it functions as an independent predictor rather than a strengthening mechanism. Conclusions: Direct clinical learning experiences play a central role in shaping engagement among clinical clerkship students. Limitations: This study was conducted in a single teaching hospital, focused exclusively on pediatric clinical education, employed a cross-sectional design, and relied on self-reported data, limiting causal inference and generalizability. Contributions: This study contributes to the healthcare education and organizational behavior literature by highlighting the importance of supportive clinical learning environments in strengthening engagement among clinical clerkship students during professional medical training.
Risk Analysis of Human Resource Competence on Occupational Safety in Rural Construction Nova Nevila Rodhi; Bagas Wahyu Adhi; Betty Hariyani
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.p305-319.2026

Abstract

Purpose: This study analyzes the influence of human resource competency on occupational safety risks in rural construction projects in Bojonegoro Regency and develops mitigation strategies using the Human Factors Analysis and Classification System (HFACS). Methodology: A mixed qualitative–quantitative descriptive approach was employed in the Ngasem, Dander, and Gayam Districts. Data were collected through observations, interviews, questionnaires, and documentation involving construction workers, Activity Implementation Teams, and technical assistants. Risk factors were analyzed using the HFACS and evaluated through likelihood and severity assessments. Results: Seventeen human resource competency-related risk factors were identified, comprising 13 high-risk and four medium-risk factors. The main high-risk factors included low technical competency, insufficient construction training, poor PPE compliance, inadequate safety knowledge, weak supervision, and the absence of standardized OSH systems. HFACS analysis showed that unsafe acts, unsafe conditions, supervision weaknesses, and organizational factors collectively contribute to accident risks in rural construction. Conclusions: Human resource competency is the primary determinant of occupational safety performance in rural construction projects. Strengthening workforce competency, supervision, and organizational safety systems is essential for reducing workplace accidents in the construction industry. Limitations: This study was limited to three districts in Bojonegoro Regency and relied on perception-based assessments without statistical hypothesis testing. Contributions: This study extends the application of the HFACS to rural construction by identifying priority human factor risks and proposing competency-based mitigation strategies for improving occupational safety management in village infrastructure projects.
Beyond SERVQUAL: Human Resource Capacity Model and Service Quality in Public Policing Services Muchtar Ahmad; Yakob Noho Nani; Rustam Tohopi
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.p321-337.2026

Abstract

Purpose: This study examines how human resource capacity influences service quality and institutional trust in the police. It aims to move beyond citizen satisfaction approaches by identifying the organizational mechanisms through which service quality is produced and perceived by citizens. Methodology: A quantitative explanatory design was employed to analyze the relationships among human resource capacity, employee competence, public service motivation, organizational commitment, procedural fairness, citizen experience, service quality and institutional trust. Data were collected from citizens who interacted with police service institutions and were analyzed using a systemic causal framework. Results: The findings indicate that low service quality is primarily caused by a mismatch between service design and human resource capacity rather than weak formal procedures alone. Human resource capacity, service competence, public service motivation, organizational commitment, and procedural fairness significantly shape citizen experience and influence institutional trust. Conclusions: Service quality should be understood as an institutional process generated through organizational capacity and employee behavior. Institutional trust emerges from citizens’ service experiences rather than procedural compliance alone. Limitations: This study focused on police services within a specific institutional context, limiting the generalizability of the findings to other public service sectors. Contributions: This study develops a Human Resource Capacity and Service Quality Model that systematically links human resource capacity, employee competence, public service motivation, procedural fairness, citizen experience, and institutional trust, reframing service failure as a challenge of institutional legitimacy rather than merely citizen satisfaction.
Workplace Bullying as a Barrier to Gen Z Job Performance at Manufacturing Industry in Batam Dhita Hafizha Asri; R. Nandini; Ratih Anggraini
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.p339-353.2026

Abstract

Purpose: This study examines the effect of ethical leadership on job performance among Generation Z employees in Batam’s manufacturing industry, while testing workplace bullying as a mediator and organizational concern as a moderator. Methodology: A quantitative survey design was employed. Data were collected through online questionnaires (Google Forms) administered to Generation Z employees in the manufacturing sector of Batam. Purposive sampling yielded 263 valid responses. Data were analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) with SmartPLS software. Results: Ethical leadership significantly and positively affected job performance and workplace bullying (reducing it). Workplace bullying does not exert a significant direct effect on job performance; however, it significantly mediates the relationship between ethical leadership and job performance. Organizational concern did not significantly moderate the relationship between ethical leadership and job performance. Conclusions: Ethical leadership enhances job performance and reduces workplace bullying among Generation Z employees. Although workplace bullying has no direct impact on job performance, it serves as a significant mediating pathway through which ethical leadership enhances employee performance. Organizational concern was not a significant moderator of this relationship. Limitations: The study is limited to Generation Z respondents in Batam’s manufacturing sector and relies on self-reported survey data, which may limit its external validity and generalizability. Contributions: The findings provide practical guidance for manufacturing firms to strengthen ethical leadership and reduce workplace bullying, thereby supporting improved performance among the Generation Z workforce.
Evaluasi Kinerja Armada Distribusi BBM Menggunakan Fuzzy Analytic Hierarchy Process dan Root Cause Analysis Purbanuara Parlindungan; Dinar Dewi Kania; Siska Amonalisa Silalahi; Sesaria Mardhiani Rachma Puspita; Farraz Aulia Shaliha
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.p387-398.2026

Abstract

Purpose: This study aims to evaluate the performance of a fuel distribution fleet and formulate risk mitigation strategies for outstanding (failed cargo) cases at Integrated Terminal Jakarta, PT Pertamina Patra Niaga. Methodology: A hybrid approach combining the Fuzzy Analytical Hierarchy Process (F-AHP) and Root Cause Analysis (RCA) was employed. Primary data were collected through pairwise comparison questionnaires from five purposively selected fleet management experts, and were supported by historical operational data. Results: The F-AHP analysis revealed consistency as the most critical criterion (weight 0.245), followed by speed (0.222), distribution (0.203), cost (0.180), and schedule (0.149). For the subcriteria, conformity emerged as the dominant indicator, notably scoring 0.417 for consistency. The assessment showed high logical validity, with a Consistency Ratio of 0.00176. Conclusions: Outstanding cases are primarily driven by workforce inconsistencies and procedural noncompliance rather than mechanical failures. Mitigation should focus on enhancing crew competence, implementing preventive maintenance, and optimizing route coordination. Limitations: The scope is confined to the Integrated Terminal Jakarta and relies on one semester's data, which may not capture annual seasonal dynamics across other regional logistics hubs. Additionally, the study relies on a limited number of expert respondents (n=5) for the pairwise comparisons, which may restrict the broader generalizability of the weighting results Contributions: This study provides an empirical framework for logistics managers in the energy sector to minimize operational disruptions, improve workforce compliance, and build supply chain resilience.
Determinants of Corporate Sustainability Performance Through Green Innovation and Organizational Culture Dewi Kurniawati; Sri Widyastuti; Deriawan Deriawan
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.p399-417.2026

Abstract

Purpose: This study examines the influence of Green Human Resource Management (GHRM) practices and green work–life balance on Corporate Sustainability Performance (CSP), with green innovation and organizational culture as mediating mechanisms. Methodology: An explanatory sequential embedded mixed-methods design (QUAN→QUAL) was used. Quantitative data were collected from 206 employees of automotive manufacturing companies in Greater Jakarta, followed by in-depth interviews with eight informants to provide qualitative insights into the quantitative results. Results: GHRM practices drive green innovation and organizational culture, which enhance corporate sustainability performance, whereas GHRM has no direct effect on CSP. Green work–life balance has a limited effect on CSP and does not significantly influence green innovation or organizational culture. Conclusions: Sustainability performance requires the integration of GHRM with organizational culture and green innovation. Green work–life balance should also be more closely aligned with organizational sustainability and innovation objectives. Limitations: This research was conducted in automotive companies in the Jabodetabek area. Contributions: The results of this study provide a direct contribution to policymakers at the corporate level, particularly manufacturing company management in the Greater Jakarta area, in designing more integrated sustainability strategies.
Business Capital and Entrepreneurial Characteristics as Determinants of MSME Success: Evidence from Aur Village Bambang Sutejo; Lili Suryati; Muammar Rinaldi
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.p355-366.2026

Abstract

Purpose: This study aims to analyze and empirically examine the influence of business capital and entrepreneurial characteristics on the success of Micro, Small, and Medium Enterprises (MSMEs) in Kelurahan Aur. Methodology: A quantitative causal design was employed, with the research location centered on the MSME ecosystem in Kelurahan Aur, Kecamatan Medan Maimun, Medan City. The population comprised 90 active MSME units, all of which were selected as samples through saturated sampling (a census). Data were analyzed using multiple linear regression with IBM SPSS Statistics (version 26). Results: The findings indicate that both business capital and entrepreneurial characteristics partially exert positive and significant effects on MSME success. Simultaneously, both variables demonstrated a significant influence. The coefficient of determination (R²) of 0.883 reveals that 88.3% of the variation in business success is explained by the combined effect of these determinants. Conclusions: MSME success requires synergy between sufficient business capital and strong entrepreneurial characteristics, with the latter emerging as the more dominant predictor of business resilience and sustainable growth. Limitations: This study was geographically confined to a single sub-district, limiting the generalizability of its findings. Additionally, 11.7% of the variance remains unexplained, and the cross-sectional design only captures conditions at a specific point in time. Contributions: This study encourages policymakers to design MSME assistance programs that not only focus on capital provision but also strengthen entrepreneurial character through incubators. Academically, this study contributes location-specific empirical evidence to the literature on micro-business success determinants at the grassroots level.

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