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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 128 Documents
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Analysis of consumer preferences towards digital marketing and its implications on the competitive advantage of SMEs in Banyuasin Regency Hadiwijaya, Hendra; Yustini, Tien
Annals of Human Resource Management Research Vol. 3 No. 2 (2023): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v3i2.1838

Abstract

Purpose: The purpose of this research is to analyze consumer preferences towards digital marketing and its implications for the competitive advantage of Small and Medium Enterprises (SMEs) in Banyuasin Regency. Research Methodology: The population of this study consists of consumers of SMEs residing in the Banyuasin Regency. Random sampling was used to select respondents, with a sample size of 150 respondents. The data analysis technique used in this research was Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) technique. Results: Consumer preferences have a positive and significant influence on the competitive advantage of SMEs in Banyuasin Regency. Digital marketing acts as an intermediary factor between consumer preferences and competitive advantage. SMEs can expand their market share and achieve success in the digital market by understanding consumer preferences and implementing effective digital marketing strategies. Limitations: Each region has unique characteristics and local context. Factors such as culture, customs, local preferences, and technological infrastructure can influence consumer preferences and the competitive advantage. Contribution: This research provides valuable insights to SMEs in the Banyuasin Regency regarding consumer preferences for digital marketing. By understanding consumer preferences, SMEs can develop more effective marketing strategies and optimize the use of digital platforms to enhance their competitive advantage. Novelty: The novelty of this research lies in emphasizing the implications of digital marketing on the competitive advantage. This research identifies factors that can enhance the competitive advantage of SMEs through the implementation of appropriate digital marketing strategies. It provides practical contributions to SMEs facing an increasingly competitive market.
Customers emotional intelligence and satisfaction: The mediation of bankers emotional labour Ezekiel, Jamo Shedrack; Nanfa, Kusa Danjuma
Annals of Human Resource Management Research Vol. 3 No. 2 (2023): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v3i2.1839

Abstract

Purpose: There is high competition in the Nigerian banking system, with banks challenged by engaging in best practices that will lead to customer satisfaction. This study examines the effect of customers’ emotional intelligence on their satisfaction with selected banks in Nigeria operating in Jos, Plateau. It also assesses customers’ perceptions of banker emotional labor as a mediating factor. Research Methodology: Sample for the study was 341 drawn from customers of Access, UBA, and GT Bank within Jos Metropolis who completed a survey on emotional intelligence, perceived emotional labor, and customer satisfaction. Results: The study found a significant relationship between perceived emotional labor and customer satisfaction and between emotional intelligence and perceived emotional labor. The relationship between emotional intelligence and customer satisfaction is not significant. However, emotional labor was found to be a full mediator in the relationship between emotional intelligence and customer satisfaction. Limitations: There is a limitation in sample size in the study. The actual number of customers from the three banks could not be ascertained. Contribution: The study concluded that bank customer satisfaction is a product of high emotional intelligence when these customers also have a high perception of emotional labor. It is recommended that banks provide brief emotional intelligence training tips for their customers. Novelty: The study has shown that as much as employee emotional intelligence is important to customer satisfaction, customers’ EI is as important. Keywords: Customers, satisfaction, emotional intelligence, emotional labour
Job satisfaction on talent management and turnover intention among private secondary schools Nimtur, Bethel Manna; Kusa, Nanfa Danjuma; Olanrewaju, David Sunday
Annals of Human Resource Management Research Vol. 3 No. 2 (2023): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v3i2.1878

Abstract

Purpose: This study investigates the role of job satisfaction in the relationship between talent management dimensions and turnover intention among private secondary school teachers in Langtang North LGA in the plateau state. Research Methodology: The study used a survey to collect data from a population of 628 teachers. The sample size of 244 was determined using the Taro Yamane formula. The data were collected using questionnaires. Data were analyzed using multiple regression with the aid of partial least squares structural equation Modelling (PLS-SEM) using SmartPLS 3.0 to evaluate the hypothesized relationships. Results: The results reveal a significant relationship between talent attraction and turnover intention. Second, there is no relationship between talent development and turnover intention, a negative relationship between talent retention and turnover intention, and a positive relationship between talent attraction and job satisfaction. Talent development and retention both had a negative relationship with  job satisfaction, and job satisfaction did not moderate the relationship between talent management dimensions and turnover intention. Limitations: The study was limited to 244 teachers in the Langtang North Local Government Area. This limited the involvement of other categories of teachers in the study. Contribution: This study provides valuable insights to policymakers in the educational sector to create a holistic attraction and selection policy that will ensure that teachers with higher retention potentials are employed to reduce the cost associated with teachers’ turnover and to understand the factors that cause employee turnover and implement effective policies and regulations that can enhance the retention of teachers.
Impact of person-job fit and person-organization fit on employee engagement: Moderating role of supervisor support Hossain, Alamgir; Khatun, Mahfuja; Shanjabin, Samia
Annals of Human Resource Management Research Vol. 3 No. 2 (2023): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v3i2.1885

Abstract

Purpose: This study aimed to examine the impact of two fit concepts, namely, person-job fit (P-J) and person-organization fit (P-O), on employee engagement while taking supervisor support as the moderating variable. Research Methodology: The relationships among constructs were analyzed using correlation, and the study hypotheses were tested using regression. All employees of different mobile telecommunication companies in Bangladesh comprised the study population. The sample size was 100, which was taken using the judgmental sampling technique. Primary data were collected from a field-level survey using a structured questionnaire. Results: The results revealed a positive association between employee engagement and person-job fit, while person-organization fit had a similar association with engagement. The impact of these variables on employee engagement ultimately affects turnover intentions. This study also revealed that the association between person-organization fit and employee engagement is positively moderated by supervisor support. Limitations: The study used a common non-probability sampling technique and a small sample size, which is a limitation. Contribution: The insights will help managers to ensure a match between the job and organizational requirements and those of employees. The study will also inspire future research to connect Field Theory and social exchange theory (SET) with different concepts in different country and industry contexts. Novelty: For the first time in the relevant field, the study simultaneously connected field theory and SET theory with P-J and P-O fit with employee engagement.
Work-life balance and employees’ commitment in plastics manufacturing firms in Anambra State, Nigeria Kekeocha, Mary Ezinne; Anoke, Amechi Fabian; Chukwuemeka-Onuzulike, Nkechi; Ngozi, Nzewi Hope
Annals of Human Resource Management Research Vol. 3 No. 2 (2023): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v3i2.2047

Abstract

Purpose: This study aims to determine the correlation between work-life balance and employee commitment in plastic manufacturing firms in Anambra State, Nigeria. Research Methodology: A descriptive survey design was employed, the questionnaire was used to elucidate information from respondents while regression analysis was used to test the stated hypotheses and determine the relationships between the variables in the study. Results:–life balance-continuance commitment had a positive but minor impact on employees' commitment, normative commitment had a substantial negative influence on employees' commitment, and affective commitment had a strong positive relationship with employees' dedication. Limitations: This study was limited to plastic manufacturing firms in Anambra State, Nigeria. It is expected that the financial and health sectors, which are known to have stiff working conditions, should be researched to support or contradict this current finding. Contribution: This study is expected to serve as a working tool for SME operators, manufacturing firms, policymakers, and the government, as offering a healthy work-life balance can be a significant factor in attracting top talent.
Green human resource management practices in the manufacturing industry: A sustainable approach Ichdan, Dany Amrul; Maryani, Maryani
Annals of Human Resource Management Research Vol. 4 No. 1 (2024): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v4i1.2140

Abstract

Purpose: This study investigates the adoption of environmentally friendly Human Resource Management (HRM) practices as a sustainable strategy in the manufacturing sector. It focuses on how employees' environmental consciousness, environmental regulations, and companies’ environmental performance impact the implementation of green HRM practices. Research Methodology: The study involved surveying employees and managers in manufacturing companies, with data gathered and analyzed quantitatively. Results: The findings indicate that Employees’ environmental awareness significantly influences the adoption of green HR practices, whereas the effect of environmental regulations is relatively positive. Furthermore, a company’s environmental performance was found to be positively correlated with its green HR practices. Limitations: This was a survey-based study. Further qualitative studies should be conducted to improve the quality of results. Contribution: Suggestions for future research include conducting further studies to comprehend the internal and external factors influencing the adoption of green HR practices and considering the role of organizational culture and individual motivation in promoting such practices. This will provide a more comprehensive understanding of green HR strategies, which can assist manufacturing companies in achieving enhanced environmental sustainability.
Analysis of employee performance through productivity: The role of kaizen culture, motivation, and work discipline in the manufacturing industry Ichdan, Dany Amrul
Annals of Human Resource Management Research Vol. 4 No. 1 (2024): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v4i1.2158

Abstract

Purpose: This study investigates the relationship between employee performance and productivity in the manufacturing industry, focusing on the impact of Kaizen culture, motivation, and work discipline on employee performance. Research Methodology: The study employed a quantitative method approach, which involved a survey of 105 respondents from the manufacturing Industry in West Java, and the analysis of key performance indicators from several pilot case companies in Bekasi that implemented Kaizen techniques. Data were analyzed using the SmartPLS test. Results: Kaizen culture, motivation, and work discipline are vital for improving employee performance and productivity. Employee motivation directly influences the implementation of the 5S system, and the company meets employees’ needs for career development and information. Employee performance is influenced by motivation, discipline, training, and culture, with productivity as the mediator. Limitations: The generalizability of this study is limited by its focus on a specific industry and geographic location. Future studies should replicate the study across different industries and regions to increase the scope of the findings. Contribution: This study contributes to the current literature by examining how Kaizen culture, motivation, and work discipline boost employee performance and productivity in manufacturing. The results underscore the significance of these elements in enhancing organizational performance and offer practical suggestions for companies that aim to enhance productivity and employee engagement. Originality: This study is unique in its thorough examination of how Kaizen culture, motivation, and work discipline affect employee performance and productivity in manufacturing. Using quantitative methods and diverse data sources enhances originality and offers a deeper understanding of these factors.
Sustainability of the society through green human resources management practices: A proposed model Nson, Yilkes Danladi
Annals of Human Resource Management Research Vol. 4 No. 1 (2024): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v4i1.2161

Abstract

Purpose: This study evaluates and fills this knowledge gap by providing empirical evidence of the relationship between green HRM practices and environmental performance based on the resource-based view, dynamic capabilities theory, and triple bottom line theory. Research Methodology: A detailed review of the empirical and conceptual articles related to this topic was conducted. An eclectic analysis and synthesis of evidence guided the development and presentation of the proposed framework. Results: A review of relevant studies revealed that GHRM practices  positively determine society’s sustainability through the adoption of environmental practices. Green human resource management practices have also been proposed to have a direct link to society’s sustainability and an indirect link mediated by environmental practices. This study is limited to green human resource management practices, environmental practices, and the sustainability of society. Contribution: This study provides a valid mechanism and useful insights for corporate organizations, entrepreneurs, researchers/scholars, policy makers, community leaders, and government, among others, to facilitate the use of human resources (HRM) practices as a means for improving environmental practices and sustainability of society.
Management of stress amongst state universities’ lecturers for improved performance: A quantitative approach Udodiugwu, Michael Ikenna
Annals of Human Resource Management Research Vol. 4 No. 1 (2024): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v4i1.2163

Abstract

Purpose: This study aimed to assess the influence of stress on the performance of state university lecturers in the Southeast, Nigeria. Research Methodology: To achieve this, a correlational survey design method was employed. The study encompassed all six state universities in southeastern Nigeria, focusing exclusively on academic staff. This research involved all state university lecturers on full-time appointments, ranging from professorial cadres to graduate assistants. Data were obtained from personnel offices of the six state universities under review. The social sciences statistical package was used to analyze the data and draw conclusions. Results: The study revealed a significant positive impact of work-life balance on career development, as well as a marked positive impact of mental health management on the academic productivity of state university lecturers in southeast Nigeria. Limitations: The study focused solely on the impact of stress among lecturers of state universities in southeast Nigeria and was limited to the six state universities approved by the National Universities Commission as of the 2023/2024 academic session. Contribution: This study contributes to existing knowledge by introducing new indicators, such as work-life balance and mental health management, to the theme of stress management. It also adds to the empirical and theoretical evidence that could aid future scholars in exploring stress management further. Funding: This research was funded by the authors, and no external funding was received from any institution or corporate entity during this study.
Motivation through indirect compensation: Evaluating employee performance in Enugu State Civil Service Commission Udodiugwu, Michael Ikenna; Nwosu, Chibuzo Charles; Obiakor, Ugochukwu Jude; Nwumeh, Uchenna Juliana
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.v4i2.2320

Abstract

Purpose: This study evaluates the impact of indirect compensation on employee job performance by the Enugu State Civil Service Commission. Research Methodology: This study employed a cross-sectional survey research design with a population of 280 participants, comprising staff from the Administration, Planning and Budgeting, and Research & Statistics Units, spanning grade levels 2-16 within the Enugu State Civil Service Commission. Data were collected using a questionnaire as the primary tool and rigorously analyzed using the Pearson correlation coefficient in the Statistical Package for Social Sciences (SPSS) version 23. Results: The findings revealed a significant positive impact of indirect compensation metrics on employee performance of the Enugu State Civil Service Commission. Limitations: The study specifically targeted personnel within grade levels 2-16 of the Enugu State Civil Service Commission. Contribution: This research significantly advances our understanding of indirect compensation and its impact on employee performance by pioneering new concepts, refining existing theories, and conducting comprehensive empirical studies. Funding: This research did not receive any funding from any Agency or Organization.

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