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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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Realities and expectations of young Indonesian workers in offshore oil and gas industry Harahap, Aswin Syapii; Yosepha, Sri Yanthy
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.2992

Abstract

Purpose: This study aims to explore the gap between work expectations and actual workplace realities from the perspective of young Indonesian workers in the offshore oil and gas industry, focusing on how such discrepancies affect job satisfaction, psychological well-being, and organizational loyalty. Research Methodology: An exploratory qualitative approach was employed, involving semi-structured in-depth interviews with 15 offshore workers aged 22–35, located in Natuna and the Java Sea. The data were analyzed using thematic analysis framework, which enabled systematic identification of recurring themes related to expectations, psychological stress, and retention. Results: Findings reveal that young workers’ expectations are shaped by media portrayals and institutional narratives that glamorize offshore work. However, the realities long shifts, isolation, and psychological strain often lead to disillusionment. Many participants experienced cognitive dissonance, reduced job satisfaction, and a strong intention to resign. The study also uncovered a psychological entrapment phenomenon, where workers remained not out of satisfaction but due to a lack of viable alternatives. Conclusions: The Expectation-Disconfirmation Theory and Psychological Contract Theory effectively explain the disconnect between expectations and job experiences. In offshore contexts, misalignment can significantly impact worker loyalty and mental health. Limitations: The study is limited in sample size (15 participants) and geographic scope (Natuna and Java Sea). It also lacks managerial or HR perspectives, restricting organizational-level analysis. Contribution: This study offers practical implications for HR management in high-risk industries, emphasizing realistic recruitment, mental preparedness, and integrated psychological support. It also contributes novel insights into the concept of psychological entrapment in early-career professionals.
Determination of employee performance: Analysis of training, work motivation, transformational leadership and organizational culture Rachman, Subehana; B, Joe Alend Seniza.; Susanto, Primadi Candra; Mustika, Ika
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.2998

Abstract

Purpose: This study aims to examine the key determinants of employee performance in the Indonesian maritime sector, particularly among ship crew members. The factors analyzed include training, work motivation, transformational leadership, and organizational culture, with the goal of understanding how these variables contribute to enhancing crew effectiveness, discipline, and productivity. Research Methodology: A descriptive qualitative approach using the SALSA (Search, Appraisal, Synthesis, and Analysis) framework was employed. A total of 30 peer-reviewed articles from academic databases published within the last eight years were systematically reviewed. The study used theoretical triangulation by applying established models such as Human Capital Theory, Maslow’s Hierarchy of Needs, Bass’s Transformational Leadership, and Hofstede’s Organizational Culture Framework. Results: The findings reveal that training improves job competence, work quality, and accountability; motivation enhances commitment and timeliness; transformational leadership fosters trust, innovation, and responsibility; and organizational culture strengthens discipline, teamwork, and loyalty. Each variable positively influences employee performance in the maritime context. Conclusions: Investments in human resource factors particularly training, motivation, leadership, and organizational culture are crucial for enhancing the performance of maritime personnel. These factors serve as strategic levers to improve safety, operational efficiency, and service quality in the shipping industry. Limitations: The study is limited to secondary data from literature published in English and Bahasa Indonesia, lacks empirical field validation, and does not explore the interaction effects among the variables. Contribution: This study contributes conceptually by offering a synthesized framework linking human resource variables to maritime performance, thereby guiding future empirical research and managerial interventions in crew development and organizational transformation.
The role of kyai leadership in preventing child marriage tradition to strengthen human resources in Madura Astutiek, Dwi; Sukesi, Sukesi
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.3019

Abstract

Purpose: Elaborating the leadership role of the kyai. Finding solutions to prevent the tradition of child marriage as an effort to strengthen human resources in Madura through an approach based on government policies and traditional practices in the community. Methodology: Using a descriptive qualitative approach, in-depth interviews with informants and key informants. Using an interview guide. Primary data was collected through in-depth interviews. Data were enriched with observation and review of relevant literature. Results: 1) Public policies are implemented in a structured, systematic and massive manner. 2) The implementation of the policy encountered several obstacles and obstacles related to the tradition of child marriage which is rooted because it is carried out for generations, 3) The role of kyai has the power to help overcome child marriage strategically and systematically, as an effort to help strengthen human resources in Madura. Kyai is very open, willing and easy to accept new knowledge related to the physical and psychological health impacts of child marriage. Conclusions: Kyai is a role model-teacher figure for Madurese people who should be obeyed and followed. The role of kyai leadership is a potential that can answer problems in Madura as an effort to strengthen human resources by not marrying off their children at an early age. Although the tradition of child marriage in Madura is very rooted. Limitations: This research is limited to providing awareness, solutions and proposals for strategic steps that must be taken for structural clerics, cultural clerics, communities and policy makers. Further research is needed regarding the application and evaluation of the implementation of the NU/MUI fatwa in preventing child marriage. Contribution: Contributing to the scientific field for scientists, policy makers, religious leaders and the community: realizing the leadership role of kyai, providing solutions to prevent child marriage. Kyai's fatwa can save the fate of the nation's children, provide access to higher education. This research is the basis for making policies and the next strategic steps.
Human resources management strategies in enhancing transportation performance and safety in Indonesia Sihombing, Sarinah; Simarmata, Juliater; Banjarnahor, Astri Rumondang; Farisyi, Sofwan; Suvittawat , Adisak
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.3001

Abstract

Purpose: This study aims to investigate the strategic role of Human Resource Management (HRM) practices—particularly training and development, performance management, and organizational innovation in improving transportation performance and safety in Indonesia. It also explores the moderating effect of employee welfare on these relationships, responding to the growing demands of digital transformation and safety standards in the transportation sector. Methodology: A quantitative approach was employed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Data were collected from 360 respondents working in the land transportation sector across Indonesia through structured questionnaires. Results: The findings confirm that training and development, as well as performance management, significantly influence both organizational innovation and transportation safety. Organizational innovation also positively affects transportation performance, which in turn enhances safety. However, the moderating effect of employee welfare on the innovation–performance relationship was found to be statistically insignifican. Conclusions: High-quality HRM practices, especially in training and performance management, are crucial for enhancing both operational performance and safety in Indonesia’s transportation sector. While innovation contributes to performance, its full benefits may not materialize without stronger welfare systems. Companies should integrate safety-focused training, real-time performance tracking, and inclusive innovation mechanisms into their HR strategy to build a more resilient transportation workforce. Limitations: This study finds that employee welfare has not yet played a significant moderating role in boosting transportation performance through innovation. Most welfare initiatives remain basic, lacking integration with strategic innovation agendas. This limitation highlights a disconnect between employee well-being and organizational goals, which may affect long-term innovation sustainability. Contribution: The study contributes to HRM theory by validating the impact of training and performance management on transportation innovation and safety within a developing-country context. Practically, it provides a framework for transportation firms to align HR strategies with digitalization and operational safety goals. It also underscores the need for welfare policies that go beyond minimum standards to actively support innovation and performance excellence.
Workload, incentives, and job satisfaction: Their influence on employee retention Prihantoro, Aris; Sutianingsih
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.2930

Abstract

Purpose: This study aims to analyze the effect of workload, incentives, and job satisfaction on employee retention. Methodology: The data collection method used a questionnaire conducted on respondents, namely employees of UD. Agung Rejeki with a saturated sampling technique. The data analysis technique in testing the research hypothesis used linear and multiple regression analysis techniques and the Sobel Test. Results: 1) there is a positive and significant effect between workload variables on employee retention; 2) there is a positive and significant effect between incentives on employee retention; 3) there is a negative effect between workload on job satisfaction; 4) there is a positive and significant effect between incentives on job satisfaction; 5) there is a positive and significant effect between workload, incentives, and job satisfaction on employee retention; 6) job satisfaction is able to mediate the relationship between workload and employee retention; 7) job satisfaction is able to mediate the relationship between incentives and employee retention. Conclusions: This study found that workload and incentives have a positive and significant influence on employee retention. However, workload has a negative impact on job satisfaction, while incentives actually increase job satisfaction. In addition, job satisfaction itself has been proven to have a positive and significant effect on employee retention. Job satisfaction also acts as a mediator in the relationship between workload and employee retention, as well as between employee incentives and retention. This shows that to increase employee retention, companies need to pay attention to workload and provide adequate incentives to maintain job satisfaction levels. Limitations: The study was limited to companies in Lampung, the potential for questionnaire bias, the approach was only quantitative, and did not consider external factors such as organizational culture and leadership. Contribution: This research reinforces the importance of implementing GHRM in improving employee performance and organizational sustainability, as well as encouraging follow-up research with qualitative approaches and external factors.
The role of knowledge management at BSIP TAS Malang in improving public sector performances Arsy, Selma Kendida; Supriyono, Bambang; Sentanu, I Gede Eko Putra Sri
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.2972

Abstract

Purpose: This study aims to improve civil servant training performance from a knowledge management (KM) perspective in the context of BSIP TAS's transition from a research institution to a standardization agency. Methodology/Approach: A descriptive qualitative approach was employed, utilizing observation, in-depth interviews, and documentation. KM strategies were mapped using Dalkir’s framework, which includes knowledge audit, gap analysis, and the development of a strategy roadmap. Results/Findings: The findings indicate that BSIP TAS has begun implementing KM through need-based training and informal peer mentoring. However, challenges persist in terms of uneven knowledge distribution and the lack of systematic documentation. Conclusions: To enhance training performance and prevent knowledge loss, BSIP TAS must strengthen its KM practices by adopting digital systems, formalizing archiving processes, and establishing structured knowledge-sharing forums. These initiatives are crucial for sustainable organizational performance. Limitations: The study is limited to qualitative data from a single institution in transition, which may affect the generalizability of findings to other organizational contexts. Contribution: This study advances the KM literature by uniquely applying Dalkir’s framework to a government agency undergoing transformation, providing novel theoretical and practical insights into how tailored KM strategies can optimize performance and preserve critical knowledge amidst institutional change.
Psychological capital, leader-member exchange, and job involvement in shaping innovative behavior and work habits: Evidence from a non-banking financial entity in Jawa and Papua Mustajab, Duta; Darmayanti, Novi
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.v4i2.3003

Abstract

Purpose: This study examines the influence of psychological capital, leader-member exchange, and job involvement on employees’ innovative behavior and work habits in the context of organizational transformation. Methodology: Using a sample of 403 employees from a state-owned Non-Banking Financial Entity (NBFE) operating across Jawa and Papua provinces, the study analyzes how individual and relational factors contribute to developing sustainable work practices, with innovative behavior as a mediating variable. Structural equation modeling with bootstrapping was applied to test the hypothesized relationships. Results: The results show that psychological capital and job involvement significantly enhance innovative behavior, which in turn positively affects employees’ work habits. Innovative behavior also mediates the relationship between psychological capital and job involvement with work habits. In contrast, leader-member exchange demonstrated a direct positive effect on work habits but no significant effect on innovative behavior or its mediating pathway. These findings highlight the pivotal role of employees’ psychological resources and engagement in fostering creativity and consistent, adaptive work behavior, while underlining the need for context-sensitive leadership strategies. Limitations: This study is limited by its focus on a single non-banking financial organization, which may affect the generalizability of the results to other sectors. Additionally, cultural differences between Java and Papua may influence perceptions of leadership and organizational behavior, requiring careful contextual interpretation. Contribution: The study contributes to the organizational behavior literature by providing empirical evidence on the mechanisms linking individual and organizational factors to sustainable employee performance in a culturally diverse and transforming financial institution.
Analysing work-life balance and productivity of working mothers with children with special needs Fanggidae, Rolland Epafras; Tadu, Ingrid Adinda; Nursiani , Ni Putu
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.3122

Abstract

Purpose: This study aims to analyze the effect of work-life balance (WLB) on the productivity of working mothers who have children with special needs in Kupang City, Indonesia. Methodology: Using an explanatory quantitative approach with PLS-SEM analysis. Data were collected from a random sample of working mothers in the area and analyzed using SmartPLS 4.0 software. Results: WLB significantly contributes to increased work productivity, with a path coefficient (?) of 0.728 and an R² value of 0.530, indicating that more than half of the productivity variation can be explained by WLB. The main supporting factors for WLB include family support, flexible organizational policies, and effective stress management. Conclusions: The study confirms that productivity success heavily depends on a holistically managed work-life balance through adaptive policies and social support. The additional pressure from the responsibility of having children with special needs requires a support system to prevent productivity decline, highlighting the importance of managing role conflicts and emotional exhaustion. Limitations: This study is limited by its cross-sectional design, localized sample in Kupang City, and reliance on self-reported data. It does not explore qualitative aspects or moderating factors such as job type, support systems, or the severity of the child’s condition, which may influence the results. Contribution: Enriches the human resource management and industrial psychology literature with empirical contextual insights from Indonesia and offers practical recommendations for organizations and policymakers to support working mothers with children who have special needs.
The influence of electronic service quality and perceived value on customer loyalty with electronic trust and customer satisfaction as mediating variables on the Agoda application Riswanda, Aisyah Zahra; Millanyani, Heppy
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.3161

Abstract

Purpose: This study examines how e-service quality and perceived value influence customer loyalty on Agoda, with e-trust and customer satisfaction as mediators. Although prior studies link high service quality to strong loyalty, Agoda shows otherwise, revealing a gap addressed through an integrated loyalty model. Methodology: The research adopts a quantitative approach using purposive sampling. A total of 384 respondents of Agoda users in Indonesia were surveyed through an online questionnaire. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.0 and supplemented by Importance-Performance Map Analysis (IPMA). Results: The results reveal that e-service quality has the most substantial total effect on customer loyalty, surpassing perceived value. However, its low performance score positions it as a critical area for improvement. Both e-trust and customer satisfaction significantly mediate the relationship between the independent and dependent variables. Conclusions: Based on the problem formulation, hypotheses, results, and discussion, it can be concluded that e-service quality and perceived value influence customer loyalty on the Agoda application through e-trust and customer satisfaction as mediating variables. Limitations: This study is limited to users of the Agoda platform in Indonesia, which may reduce its generalizability to other countries or OTAs. The study provides actionable insights for OTA platforms, particularly Agoda, in designing strategies to improve loyalty through digital service enhancement and value optimization. Contribution: This study uniquely investigates the mediating role of e-trust and customer satisfaction in the Agoda context, where loyalty issues persist despite positive service perception, an area previously underexplored in OTA research. Novelty: This study highlights a novel approach by examining the mediating roles of e-trust and customer satisfaction in the relationship between e-service quality and perceived value on customer loyalty in the context of Agoda.
The influence of adversity quotient on nurses’ job performance during the COVID-19 Pandemic at Batam City Health Centers Syarif, Arman
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.

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