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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 366 Documents
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Smart Farming and Digital Competence on Farmer Performance through Innovative Work Behavior Meidyan Permata Putri; Hendra Hadiwijaya; Yarza Aprizal
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.p475-492.2026

Abstract

Purpose: This study investigates how smart farming solutions and digital competence influence Farmer Performance, focusing on rice farmers in Sungai Pinang Village, Banyuasin Regency, Indonesia, and evaluating Innovative Work Behavior as an intervening mechanism. Methodology: Using an explanatory design, this quantitative study gathered cross-sectional survey data from a purposively selected group of 115 active rice farmers. Construct measurements relied on validated instruments drawn from prior literature, with hypothesis testing executed via Partial Least Squares Structural Equation Modeling (PLS-SEM) using SmartPLS 4.0. Results: The findings revealed that neither Smart Farming Solutions nor Digital Competence directly affected Farmer Performance. Instead, both drivers positively enhanced Innovative Work Behavior, which subsequently boosted Farmer Performance and acted as a complete mediator across these relationships. Conclusions: Farmer performance is enhanced primarily through Innovative Work Behavior, indicating that technological adoption and digital capabilities improve agricultural outcomes only when translated into innovative practices. Limitations: Because the dataset relies on 115 rice farmers from one village using a cross-sectional approach, the findings should be generalized cautiously and offer restricted insights into longitudinal trends. Contributions: By positioning Innovative Work Behavior as a crucial bridge connecting Smart Farming Solutions and Digital Competence with Farmer Performance, this study enriches both the Technology Acceptance Model (TAM) and the Resource-Based View (RBV).​ Pragmatically, the results guide decision-makers to align technology deployment, digital skill training, and innovation-focused capacity building within agricultural initiatives.
Innovation, Proactiveness and Risk Taking on Business Performance among Women Entrepreneurs in Jabodetabek: The Moderating Role of Hybrid Work Environment Denta Ananda; Setia Tjahyanti; Nurti Widayati; Justine Tanuwijaya
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.p419-435.2026

Abstract

Purpose: This study investigates the influence of Entrepreneurial Orientation (EO) dimensions innovation, proactiveness, and risk-taking on the business performance of micro level women entrepreneurs in Jabodetabek, while analyzing the hybrid work environment as a moderating variable. Research Methodology: Respondents are 187 female micro-entrepreneurs in several industries category in Jabodetabek who had operated their businesses for at least one year, measured with five-point Likert scale. Data analysis method is Structural Equation Modeling (SEM) with Partial Least Square and purposive sampling technique Results: The analysis shows that innovation and risk-taking are both significant positive drivers of performance. Conversely, proactiveness was found to have a significant negative impact on performance. The moderating effects demonstrate that hybrid work environment significantly strengthens the relationship between innovation and risk-taking to business performance. However, hybrid work environment exerts a significant negative moderating effect on the proactiveness to business performance Conclusions: These findings drive female micro-entrepreneur to foster external climates that specifically leverage innovative and risk-taking ability. Somehow, proactive initiatives must be carefully managed to avoid diminishing returns in a dynamic environment. Limitations: study was limited to female micro level women entrepreneurs with certain field in Jabodetabek area. Contributions:This study extends contemporary Dynamic Capabilities Theory and the Resource-Based View (RBV) by highlighting how hybrid work environments differently moderate the effects of innovation, proactiveness, and risk-taking on business performance among women entrepreneurs.
Psychological Contract, Employer Branding, Work Environment, and Turnover Intention: Organizational Commitment as Moderator in Manufacturing Setia Tjahyanti; Denta Felli Ananda; Nurti Widayati; Nursiti Nursiti
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.p437-454.2026

Abstract

Purpose: This study examines the effects of psychological contracts, employer branding, and work environment on employee turnover intention and tests whether organizational commitment moderates these relationships in an Indonesian manufacturing company. Research Methodology: A quantitative representative case study was conducted using 70 permanent employees selected purposively from a sample of 129 employees. Data were collected through structured questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4. Results: Psychological contracts and employer branding increased turnover intention, while the work environment reduced it. Organizational commitment moderated the effects of employer branding and work environment on turnover intention, but not psychological contracts. Conclusions: Turnover intention reflects the combined influence of exchange perception, organizational identity, and workplace conditions. Organizational commitment is a selective boundary condition rather than a uniform moderator. Limitations: This study involved one manufacturing company and 70 permanent employees, limiting generalizability to organizations with similar characteristics. Significant common method bias was detected (Harman's single-factor variance = 79.9%; Heterotrait-Monotrait Ratio (HTMT) = 0.88–1.05; full-collinearity Variance Inflation Factor (VIF) = 31.8–117.4), requiring cautious interpretation of path coefficients. Contributions: This study extends contemporary Psychological Contract Theory and Organizational Commitment Theory by integrating employer branding and work environment into a turnover intention framework, highlighting organizational commitment as a selective moderator of employee retention relationships.
Organizational Identification as a Moderator of Green HRM and Pro-Environmental Work Intention Nurti Widayati; Vera Septi Andrini; Setia Tjahyanti; Denta Felli Ananda
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.p455-473.2026

Abstract

Purpose: This study investigates organizational identification as a boundary condition shaping the relationships between Green Human Resource Management (GHRM) awareness, environmental values, and pro-environmental work intention among students in a Management Study Program. It addresses inconsistencies in the earlier GHRM literature by explicitly positioning organizational identification as a boundary condition rather than an intervening mechanism. Research Methodology: This study relies on Partial Least Squares Structural Equation Modeling (PLS-SEM) within an explanatory, cross-sectional quantitative framework. The respondent pool comprised 150 active undergraduate students from STIE Trisakti Jakarta's Management Study Program, chosen purposively based on the predetermined criteria. A two-stage procedure was used to capture the moderating effect, and structural path significance was established through bootstrapping with 5,000 resamples. Results: GHRM Awareness and Environmental Values significantly and positively influenced Pro-Environmental Work Intention. Organizational Identification strengthened the effect of GHRM Awareness but not Environmental Values. The model explained 42.7% of the variance in the Pro-Environmental Work Intention. Conclusions: Organizational Identification acts as a selective rather than a universal moderator of the antecedents of Pro-Environmental Work Intention, thereby extending Social Identity Theory in the organizational sustainability context. Limitations: The use of a cross-sectional design and self-reported data from students at a single institution limits the ability to draw causal inferences and generalize the findings to broader populations. Contributions: This study extends contemporary Social Identity Theory and the Ability–Motivation–Opportunity (AMO) framework by highlighting organizational identification as a selective moderator that strengthens the relationship between GHRM awareness and pro-environmental work intention, but not environmental values.
​Financial Reporting Quality Determinants in Indonesia's Religious Affairs Ministry: The Moderating Role of Organizational Culture Puspa Riza; Sri Rahayu; Enggar Diah Puspa Arum; Yudi Yudi
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.p493-512.2026

Abstract

Purpose: This study examines the effects of Human Resource Competence (HRC) and Top Management Support (TMS) on Financial Reporting Quality (FRQ), with the moderating role of Organizational Culture (OC) within the Regional Office of the Religious Affairs Ministry of Jambi Province, Indonesia. Methodology: The study involved data collected through a structured questionnaire distributed to 320 financial management officers at the Religious Affairs Ministry of Jambi Province. The data were analyzed using PLS-SEM with SmartPLS software. Results: Empirical evidence demonstrates that HRC and TMS have positive and significant effects on FRQ. Furthermore, OC significantly strengthened the relationship between HRC and FRQ and between TMS and FRQ. Conclusions: The results demonstrate that improving employee competence and strengthening managerial commitment are essential for enhancing the quality of financial reporting. A supportive organizational culture further reinforces the effectiveness of these factors in producing transparent, reliable, and credible financial statements. Limitations: This study is limited to the Religious Affairs Ministry of Jambi Province and examines only two antecedents of financial reporting quality, namely human resource competence and top management support, with organizational culture as the moderating variable. Contributions: Theoretically, this study extends Institutional Theory by positioning organizational culture as an institutional mechanism that strengthens the effects of human resource competence and top management support on financial reporting quality. Practically, the findings suggest that the Religious Affairs Ministry should integrate competency development and managerial support with its five cultural work values to strengthen the quality of financial reporting.
Strategi Pengembangan Sumber Daya Manusia Babinsa Berkualitas melalui Studi Pendidikan Masyarakat untuk Mendukung Pertahanan Nasional yang Tangguh Robby Mochamad Taufik
Annals of Human Resource Management Research Vol. 6 No. 4 (2026): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6.n4.p1-11.2026

Abstract

Purpose: This study aimed to explore the educational and professional development needs of Babinsa (Village Guidance Non-Commissioned Officers) and develop a proposed community-based education framework through collaboration among academics, local governments, and entrepreneurs. Methodology: This research applies a qualitative descriptive method using data from regional apparatus, academics, and local government. The dual training system begins with academics providing educational materials to Babinsa, who then conduct community education programs in their respective areas. The three-year program allows Babinsa to obtain a Bachelor of Education degree. Results: This study proposes a community-based education framework for Babinsa professional development, emphasizing collaboration among academics, local governments, and entrepreneurs. The framework outlines potential educational pathways to support competency development and territorial human resource capacity building. Conclusions: The proposed framework provides a conceptual approach to the professional development of Babinsa through collaborative community-based education. Further implementation and empirical evaluation are required to determine its effectiveness in practice. Limitations: This study is descriptive and lacks quantitative evaluation of outcomes. Further research should measure long-term impacts. Contributions: This study contributes a proposed collaborative education framework that integrates academic, governmental, and entrepreneurial roles in the professional development of Babinsa, providing a foundation for future implementation and evaluation.

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