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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 364 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 contributes empirical evidence on how work environment shapes the entrepreneurial orientation to business performance relationship among female micro-entrepreneurs in an emerging economy.
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 Human Resource Management (HRM) research by integrating three turnover antecedents with organizational commitment as a moderator and provides practical guidance for integrated employee retention interventions.
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 offers practical implications for higher-education institutions and organizations by providing strategic guidance on strengthening organizational identification to foster pro-environmental behavior among prospective employees.

Page 37 of 37 | Total Record : 364

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