Advances in Human Resource Management Research
Founded in 2023, Advances in Human Resource Management Research publishes original research that promises to advance our understanding of Human Resource Management over diverse topics and research methods. This Journal welcomes research of significance across a wide range of primary and applied research methods, including analytical, archival, experimental, survey and case study. The journal encourages articles of current interest to accounting scholars with high practical relevance for organizations or the larger society. We encourage our researchers to look for new solutions to or new ways of thinking about practices and problems and invite well-founded critical perspectives. We provide a forum for communicating impactful research between professionals and academics in Human Resource Management research and practice with discusses and proposes solutions and impact the field. Advances in Human Resource Management Research encourages courageous and bold new ideas, focusing on contribution, theoretical, managerial, and social life implications. Advances in Human Resource Management Research welcomes papers that are based in any discipline – for example, organizational behavior, occupational psychology, or labor economics – as long as there is a clear link to the HRM literature and that they develop strong implications for HR practice.
Articles
35 Documents
<![CDATA[Improving Employee Performance Through Good Organizational Culture and Work Motivation ]]>
<![CDATA[Shalahuddin Shalahuddin]]>
<![CDATA[ Advances in Human Resource Management Research Vol. 1 No. 1 (2022): October - January ]]>
Publisher : <![CDATA[Yayasan Pendidikan Bukhari Dwi Muslim ]]>
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DOI: 10.60079/ahrmr.v1i1.26
<![CDATA[This research was conducted at the Office of the Department of Transportation in Buukumba Regency. The aims of this study were (1) to analyze the effect of organizational culture on the performance of Transportation Service Employees in Bulukumba Regency, (2) to analyze the effect of motivation on the Performance of Transportation Service Employees in Bulukumba Regency. The population in this study were all employees of the Department of Transportation in Bulukumba Regency with a total sample of 58 people. Data collection methods used are interviews, documentation, and questionnaires. Methods of data analysis in this study using test instruments (validity test and reliability test), descriptive analysis, multiple regression analysis, hypothesis testing partial test (t) and simultaneous test (F) and the coefficient of determination. The conclusion of this research is that organizational culture and motivation have a significant effect on the performance of employees of the Department of Transportation in Bulukumba Regency. We suggest that the leaders of the Department of Transportation should always appreciate every achievement that has been achieved by their employees because the statement "The organization (leader) gives awards for innovations or achievements that you do at work" has a fairly low response, meaning employees need appreciation for the achievements that have been achieved. , because giving awards can improve good employee performance]]>
<![CDATA[Improving Employee Performance Through Good Organizational Culture and Work Motivation ]]>
<![CDATA[Shalahuddin Shalahuddin]]>
<![CDATA[ Advances in Human Resource Management Research Vol. 1 No. 1 (2022): October - January ]]>
Publisher : <![CDATA[Yayasan Pendidikan Bukhari Dwi Muslim ]]>
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DOI: 10.60079/ahrmr.v1i1.38
<![CDATA[This research was conducted at the Office of Transportation in Buukumba Regency. The aims of this study are (1) to analyze the influence of organizational culture on the performance of the Transportation Service Employees in Bulukumba Regency, (2) to analyze the influence of motivation on the Transportation Service Employees' performance in Bulukumba Regency. The population in this study were all employees of the Department of Transportation in Bulukumba Regency with a total sample of 58 people. Data collection methods used are interviews, documentation, and questionnaires. The data analysis method of this research uses instrument test (validity test and reliability test), descriptive analysis, multiple regression analysis, partial hypothesis testing (t) and simultaneous test (F) and the coefficient of determination. The conclusion of this research is that organizational culture and motivation have a significant effect on the performance of the Department of Transportation employees in Bulukumba Regency. We suggest that the Head of the Department of Transportation should always appreciate every achievement that has been achieved by its employees because the statement "The Organization (Leadership) rewards innovation or achievements you make at work" has a fairly low response, meaning that employees need awards for their achievements, because giving awards can improve the performance of good employees]]>
<![CDATA[Motivation and Compensation on Employee Performance ]]>
<![CDATA[Hastuti Mulang]]>
<![CDATA[ Advances in Human Resource Management Research Vol. 1 No. 1 (2022): October - January ]]>
Publisher : <![CDATA[Yayasan Pendidikan Bukhari Dwi Muslim ]]>
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DOI: 10.60079/ahrmr.v1i1.39
<![CDATA[This research was conducted aiming to find out how the motivation and compensation received by employees, as well as to determine the effects of motivation and compensation on employee performance at PT. Hadji Kalla Branch Urip Sumoharjo. In this study, the population is all employees of PT. Hadji Kalla of Urip Sumoharjo Branch numbered 190 people. Researchers used several data collection techniques, namely questionnaires, observation, document review and interviews. The types of data used in this study consisted of quantitative data and qualitative data. The source of this research data is primary data, namely data directly obtained from data sources or research subjects. The data obtained using descriptive statistical analysis method, inferential statistical analysis. Descriptive statistical analysis used in this research is descriptive analysis, namely the analysis that suggests about the respondent's personal data, which was obtained from the respondents' answers through questionnaires. The result of this research is the motivation variable has a significant influence on the performance of the employees of PT. Hadji Kalla Branch Urip Sumoharjo and compensation variables have a significant influence on the performance of employees of PT. Hadji Kalla Branch Urip Sumoharjo.]]>
<![CDATA[The Role of Organizational Culture, Work Environment and Motivation in Improving Employee Performance ]]>
<![CDATA[Edy Jumady]]>
<![CDATA[ Advances in Human Resource Management Research Vol. 1 No. 1 (2022): October - January ]]>
Publisher : <![CDATA[Yayasan Pendidikan Bukhari Dwi Muslim ]]>
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DOI: 10.60079/ahrmr.v1i1.40
<![CDATA[This research was conducted to analyze the influence of organizational culture, work environment and motivation on the performance of the employees of RSUP Dr. Wahidin Sudirohusodo Makassar and To analyze the most dominant variables influencing the performance of RSUP employees. Dr. Wahidin Sudirohusodo Makassar. The first hypothesis of this research is that organizational culture, work environment and motivation have a significant effect on the performance of RSUP employees. Dr. Wahidin Sudirohusodo Makassar. Researchers used a quantitative approach designed to determine whether organizational culture, work environment and motivation as independent variables affect employee performance. The research emphasizes on measuring variables with numbers and analyzing data with statistical procedures using multiple linear regression analysis with the help of SPSS 16.0 program. The type of data in this study is the type of subject data obtained in the form of opinions, attitudes, experiences and characteristics of the respondents who are the research subjects. To obtain the expected research results the authors use data collection methods in the form of observation, interviews, questionnaires and documentation. The results of the study are organizational culture, work environment and motivation have a positive and significant influence on employee performance. When the application of organizational culture, work environment and motivation improves, employee performance will increase and to achieve this, a better socialization/understanding of the values in the organizational culture is carried out. When the work environment is getting better and more conducive, the performance of RSUP employees will also increase. Dr. Wahidin Sudirohusodo Makassar. This situation indicates that the work environment is an important factor in improving employee performance.]]>
<![CDATA[Participation in Budgeting and Motivation on Employee Performance ]]>
<![CDATA[Tiomy B Adi]]>
<![CDATA[ Advances in Human Resource Management Research Vol. 1 No. 1 (2022): October - January ]]>
Publisher : <![CDATA[Yayasan Pendidikan Bukhari Dwi Muslim ]]>
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DOI: 10.60079/ahrmr.v1i1.41
<![CDATA[The purpose of this study was to determine and analyze the effect of participation in budgeting and motivation on employee performance at Weda Hospital, Central Halmahera. The population in this study were all employees who worked at Weda Hospital, Central Halmahera, amounting to 72 people. To determine the sample in this study, the study used non-probability sampling, with a convenience sampling technique. The data used in this study is primary data collected by distributing questionnaires to all respondents. This study uses quantitative analysis using a simple linear regression model, namely by performing the t-test and F-test. The process of processing and calculating data using the SPSS application. The results showed that the participation variable in budgeting had a positive effect on employee performance at Weda Hospital, Central Halmahera. This means that if participation in budgeting increases, it will increase employee performance. While the motivation variable has a negative effect on employee performance. This means that if motivation increases, employee performance will decrease, this means that employees feel that giving motivation at Weda Halmahera Hospital cannot provide encouragement or enthusiasm for their workers]]>
<![CDATA[The Impact of the Recruitment Process on Employee Performance ]]>
<![CDATA[Firman, Ahmad]]>;
<![CDATA[Inrawati, Nur]]>
<![CDATA[ Advances in Human Resource Management Research Vol. 1 No. 2 (2023): February - May ]]>
Publisher : <![CDATA[Yayasan Pendidikan Bukhari Dwi Muslim ]]>
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DOI: 10.60079/ahrmr.v1i2.75
<![CDATA[This study aimed to ascertain how the recruitment process at PT Triniaga Medika Makassar affected employee performance. The population of this research consisted of 182 employees and employees of PT Triniaga Medika Makassar. Using the Slovin formula, a basic random sampling technique was used to select the sample for this study. Each employee or employee had an equal chance of becoming a part of the sample. So that the total number of available samples is 65. The data source employed is primary data, i.e., data collected directly from respondents via questionnaire by researchers. The method of data analysis includes descriptive statistical analysis, tests of validity, reliability, normality, and testing of hypotheses via simple linear regression analysis, coefficient of determination test, and t test. This study indicates that the recruitment process at PT Triniaga Medika Makassar has a positive and significant impact on employee performance. This demonstrates that the implementation of recruitment, particularly at PT Triniaga Medika Makassar, has an effect on employee performance, such that the more effective the recruitment process, the higher the employee performance at PT Triniaga Medika Makassar.]]>
<![CDATA[The Impact of Giving Rewards and Punishment on Increasing Employee Performance ]]>
<![CDATA[Hanadelansa, Hanadelansa]]>
<![CDATA[ Advances in Human Resource Management Research Vol. 1 No. 2 (2023): February - May ]]>
Publisher : <![CDATA[Yayasan Pendidikan Bukhari Dwi Muslim ]]>
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DOI: 10.60079/ahrmr.v1i2.76
<![CDATA[Purpose: This study aims to identify the impact of reward and punishment on employee performance at Toyota Kalla Makassar Unit Gowa. The study tests the hypothesis that both reward and punishment have a positive and significant effect on improving employee performance. Research Design and Methodology: The research employs a census sampling method, where the entire population of employees at Toyota Kalla Makassar Unit Gowa, totaling 47 individuals, is used as the study sample. Primary data were collected directly through questionnaires administered to the respondents. Data analysis was conducted using descriptive statistical methods, validity and reliability tests, normality tests, heteroscedasticity tests, multicollinearity tests, and hypothesis testing through multiple linear regression analysis. Additionally, the coefficient of determination, F-test, and t-test were utilized to examine the relationships between variables within the model. Findings and Discussion: The results indicate that reward and punishment positively and significantly influence employee performance at Toyota Kalla Makassar Unit Gowa. The reward variable has the most substantial impact on enhancing employee performance compared to punishment, suggesting that appropriate reward distribution is more effective in motivating employees to achieve optimal performance. Rewards are a positive stimulus that boosts employee motivation, while punishment promotes increased work discipline. Implications: These findings have significant practical implications for human resource management policies. They provide valuable insights for designing more effective reward and punishment strategies to enhance employee performance. The study also recommends further research to explore other variables that may moderate the relationship between reward, punishment, and employee performance. Expanding the scope of research to other industry sectors can improve the generalizability of the findings and their applicability to a wider range of organizations.]]>
<![CDATA[The Effect of Transformational Leadership Style and Job Satisfaction on Employee Performance ]]>
<![CDATA[Basalamah, Muhammad Syafii A]]>
<![CDATA[ Advances in Human Resource Management Research Vol. 1 No. 2 (2023): February - May ]]>
Publisher : <![CDATA[Yayasan Pendidikan Bukhari Dwi Muslim ]]>
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DOI: 10.60079/ahrmr.v1i2.77
<![CDATA[Purpose: This study aims to analyze and determine the effect of transformational leadership style and job satisfaction on employee performance at PT Mandiri Utama Finance in Makassar City. The study hypothesizes that both transformational leadership and job satisfaction positively and significantly impact employee performance. Research Design and Methodology: The study population comprised 225 employees of PT Mandiri Utama Finance, with a purposive sample of 68 employees. Primary data were collected directly from respondents through questionnaires. The data analysis included descriptive statistics, validity and reliability tests, normality, multicollinearity, heteroscedasticity tests, and hypothesis testing using multiple linear regression, t-tests, f-tests, and coefficient of determination tests. Findings and Discussion: The results indicate that both transformational leadership style and job satisfaction have a positive and significant effect on employee performance, both individually and collectively. This suggests that enhancing leadership practices and fostering job satisfaction can significantly improve employee performance at PT Mandiri Utama Finance. Implications: The findings have important implications for organizational policies and practices, particularly in leadership development and employee engagement strategies. Future research could explore additional factors influencing employee performance and extend the study to different organizational settings to enhance the generalizability of the results.]]>
<![CDATA[The Impact of Work Environment and Competence on Employee Performance ]]>
<![CDATA[HA, Ismail]]>
<![CDATA[ Advances in Human Resource Management Research Vol. 1 No. 2 (2023): February - May ]]>
Publisher : <![CDATA[Yayasan Pendidikan Bukhari Dwi Muslim ]]>
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DOI: 10.60079/ahrmr.v1i2.88
<![CDATA[Purpose: This study aims to empirically examine the impact of the work environment and employee competence on employee performance at the Ministry of Religious Affairs Office in Tana Toraja Regency. The research hypothesizes that both the work environment and competence positively and significantly affect employee performance. Research Design and Methodology: The study employed a saturated sampling method involving all 40 employees from the Ministry of Religious Affairs Office in Tana Toraja Regency. Primary data was collected directly from the respondents through questionnaires. Data analysis included descriptive statistics, validity and reliability tests, and hypothesis testing using multiple linear regression, t-tests, f-tests, and the coefficient of determination. Findings and Discussion: The findings indicate that both the work environment and employee competence positively and significantly affect employee performance, individually and collectively. This suggests that a supportive work environment and high employee competence are crucial for enhancing performance at the Ministry of Religious Affairs Office in Tana Toraja Regency. Implications: The results highlight the importance of fostering a positive work environment and enhancing employee competencies to improve performance. This study provides practical insights for public sector organizations and suggests that future research should explore additional factors and settings to gain a more comprehensive understanding of employee performance determinants.]]>
<![CDATA[Work Discipline, Work Motivation and Employee Performance ]]>
<![CDATA[Bahasoan, Sandra]]>;
<![CDATA[Baharuddin, Ida]]>
<![CDATA[ Advances in Human Resource Management Research Vol. 1 No. 2 (2023): February - May ]]>
Publisher : <![CDATA[Yayasan Pendidikan Bukhari Dwi Muslim ]]>
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DOI: 10.60079/ahrmr.v1i2.92
<![CDATA[Purpose: This study examines and determines the impact of work discipline and motivation on employee performance at PT Trans Kalla Makassar. The research hypothesizes that work discipline and motivation positively and significantly affect employee performance. Research Design and Methodology: The study population consists of 321 employees at PT Trans Kalla Makassar, with a sample size of 76 respondents selected using Slovin's formula. Primary data were collected through questionnaires completed by the respondents. Data analysis included descriptive statistics, validity and reliability tests, normality tests, multicollinearity tests, heteroscedasticity tests, autocorrelation tests, hypothesis testing using multiple linear regression analysis, t-tests, f-tests, and coefficient of determination tests. Findings and Discussion: The results indicate that work discipline and motivation positively and significantly affect employee performance at PT Trans Kalla Makassar. Specifically, higher levels of discipline lead to better employee performance, and similarly, increased motivation enhances performance. These findings suggest improving work discipline and motivation can significantly boost employee productivity and effectiveness. Implications: The study's findings have important implications for human resource management practices, particularly in developing strategies to enhance employee discipline and motivation. Future research could explore additional factors influencing employee performance and consider longitudinal studies to examine the long-term effects of discipline and motivation on performance.]]>
