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Aditya Halim Perdana Kusuma Putra
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Advances in Human Resource Management Research
Published by Yayasan Pendidikan Bukhari Dwi Muslim
ISSN : -     EISSN : 29857570     DOI : https://doi.org/10.60079/ahrmr
Core Subject : Economy,
Economics, Econometrics & Finance
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.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 5 Documents
 1 
Search results for , issue "vol. 3 no. 2 (2025)" : 5 Documents clear
Implementation of Green Human Resource Management (GHRM) Toward A Sustainable Green Hospital: Bibliometric Mapping and Systematic Literature Review Muhammad Ilham Surya Samawa; Putri Shela Sabila; Larasati Restu Dewayani; Nasiroh Nasiroh; Kosasih Kosasih; Vip Paramarta
Advances in Human Resource Management Research Vol. 3 No. 2 (2025)
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i2.913

Abstract

Purpose: This study examines the development of Green Human Resource Management (GHRM) research and its contribution to Sustainable Green Hospital implementation, organizational sustainability, and sustainability-oriented employee behavior. It maps research trends and thematic structures, identifies relevant theories and GHRM practices, and explores managerial implications and future research directions. Research Design and Methodology: The study employed Bibliometric Analysis and a Systematic Literature Review following the PRISMA protocol. Articles were collected from Google Scholar, ScienceDirect, and Wiley Online Library using keywords related to GHRM, Sustainable HRM, Green Hospitals, and organizational sustainability. Thirty eligible articles were analyzed using VOSviewer and thematic synthesis. Findings and Discussion: GHRM publications have increased substantially. Dominant themes include organizational sustainability, environmental performance, employee green behavior, and sustainable HRM. The main theoretical foundations are Resource-Based View, Ability-Motivation-Opportunity Theory, Stakeholder Theory, and Sustainable HRM Theory. Green recruitment, training, performance appraisal, compensation, and employee participation were identified as key practices supporting Sustainable Green Hospitals. However, integrated research on GHRM and Sustainable Green Hospitals remains limited. Implications: Hospitals should integrate environmental objectives into HR policies, workforce development, and organizational culture. Future research should examine healthcare-specific contexts, longitudinal designs, green culture, environmental leadership, digital transformation, and employee green behavior.
Talent Management and Talent Retention: The Mediating Role of Career Adaptability Among Generation Z at Digital Startups in Makassar, Indonesia Marniati Syam; Muh. Harisa Pawerangi; Andi Ferawati; Syahrir Pawerangi; Ria Musfira
Advances in Human Resource Management Research Vol. 3 No. 2 (2025)
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i2.1052

Abstract

Purpose: This study aims to analyze the effect of Talent Management on Talent Retention, with Career Adaptability acting as a mediator, among Generation Z employees at digital startups in Makassar. Research Design and Methodology: This study employs a quantitative approach with an explanatory research design. Data were collected through a survey of 69 Generation Z employees selected using purposive sampling. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.0. Findings and Discussion: The results of the study show that Talent Management has a positive effect on Career Adaptability and Talent Retention. Career Adaptability also has a positive effect on Talent Retention and mediates the relationship between Talent Management and Talent Retention. These findings indicate that effective talent management can enhance career adaptability and encourage employees to remain with the organization. Implications: This study has implications for digital startups seeking to develop talent management strategies based on career development and adaptability. The originality of this study lies in its examination of the role of Career Adaptability as a mediating mechanism in the relationship between Talent Management and Talent Retention in the context of Generation Z.
The Role of Leadership Style, Motivation, and the Work Environment in Employee Performance Muhammad Asdar; Mamat Rahmat; Dedy Darmawan
Advances in Human Resource Management Research Vol. 3 No. 2 (2025)
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i2.1119

Abstract

Purpose: This study aims to analyze the roles of leadership style, motivation, and the work environment in employee performance at the Makassar Agricultural Quarantine Center and to identify the most influential organizational factors within a public agency. Research Design and Methodology: This study employed a quantitative approach supported by qualitative insights. Primary data were collected through a questionnaire distributed to all 34 employees of the Makassar Agricultural Quarantine Center. Data analysis was conducted using variance-based Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) method. Model evaluation was performed by testing the measurement (outer) and structural (inner) models. Findings and Discussion: The results indicate that leadership style has a positive, though not significant, effect on employee performance. Motivation has a negative but insignificant effect on employee performance. Conversely, the work environment had a positive and significant effect on employee performance, underscoring the importance of a conducive work environment in improving performance. Implications: This study suggests that improving employee performance in public agencies is most effectively achieved by enhancing the work environment, strengthening leadership practices, and implementing a more adaptive reward system.
Artificial Intelligence-Based Advertising, Ad Personalization, and the Digital Shopping Experience: Their Impact on Consumer Trust Amid Privacy Concerns When Purchasing SME Products on TikTok Shop Muchlis Abbas; Amrial Amrial; Tjare A. Tjambolang
Advances in Human Resource Management Research Vol. 3 No. 2 (2025)
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i2.1120

Abstract

Purpose: This study examines the effects of artificial intelligence-based advertising, ad personalization, and digital shopping experience on consumer trust, with privacy concerns as a mediating variable in purchases of MSME products on TikTok Shop. Research Design and Methodology: A quantitative associative-causal design with a cross-sectional survey was employed. Data were collected from 260 consumers who had purchased MSME products on TikTok Shop and had been exposed to personalized advertisements. Purposive sampling was applied, and the data were analyzed using PLS-SEM with SmartPLS 4. Findings and Discussion: AI-based advertising and ad personalization positively and significantly influence privacy concerns, while digital shopping experience negatively affects privacy concerns and positively affects consumer trust. Privacy concerns significantly reduce consumer trust, whereas AI-based advertising has no significant direct effect on trust. These findings support Privacy Calculus Theory, indicating that consumers balance personalization benefits against perceived data risks. Implications: MSMEs and TikTok Shop administrators should combine personalization with transparent data practices, stronger privacy protection, transaction security, and improved digital shopping experiences. Future studies should examine other platforms, consumer segments, and longitudinal settings.
Digital Capabilities, Organizational Culture, and Employee Well-Being on Employee Performance Through Employee Engagement at Startups Under the Guidance of a Business Incubator Zainuddin Mustapa; Andi Muhammad Fara Kessi; Muchlis Abbas; Arnida Arnida
Advances in Human Resource Management Research Vol. 3 No. 2 (2025)
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i2.1121

Abstract

Purpose: This study examines the effects of digital capabilities, organizational culture, and employee well-being on employee performance, with employee engagement as a mediating variable. Research Design and Methodology: Using a quantitative explanatory design, data were collected through questionnaires from 180 respondents and analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The measurement model was assessed through outer loadings, composite reliability, and average variance extracted, while the structural model was evaluated using path coefficients, coefficient of determination, and bootstrapping. Findings and Discussion: The results show that digital capabilities, organizational culture, and employee well-being positively and significantly influence employee engagement. Employee engagement has a positive and significant effect on employee performance and represents the strongest direct predictor. Employee well-being also directly improves employee performance, whereas digital capabilities have no significant direct effect, indicating that their contribution to performance operates primarily through employee engagement. Implications: Organizations should integrate digital capability development, a supportive organizational culture, employee well-being initiatives, and engagement strategies to improve employee performance during digital transformation sustainably. Future research may test this model across industries and broader organizational contexts.

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