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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 6 Documents
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Search results for , issue "vol. 3 no. 3 (2025)" : 6 Documents clear
Organizational Commitment on Member Performance Through Job Satisfaction Jihan Febriyanti Asmara Putri; Yendra Yendra; La Ode Marihi
Advances in Human Resource Management Research Vol. 3 No. 3 (2025)
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i3.329

Abstract

Purpose: This study aims to examine the effect of Organizational Commitment on Member Performance with Job Satisfaction as a mediating variable in the Gegana Detachment of Sat Brimob Polda Papua. Research Design and Methodology: Quantitative methods were employed in this study, utilizing Structural Equation Modeling (SEM) for data analysis. Data were collected through a questionnaire administered to members of the Gegana Detachment. Findings and Discussion: The results demonstrate that Organizational Commitment significantly influences Member Performance, both directly and through Job Satisfaction as a mediating factor. Organizational Commitment positively impacts Job Satisfaction, subsequently enhancing Member Performance. This underscores the positive relationship among these variables, indicating that high organizational commitment leads to greater job satisfaction, thus enhancing performance. Implications: This research contributes to the field of human resource management, particularly in policing contexts. It underscores the significance of Organizational Commitment and Job Satisfaction in enhancing Member Performance. The study offers empirical evidence for policymaking in police human resource management, emphasizing the importance of fostering commitment and job satisfaction for optimal performance. However, limitations include a sample restricted to a single police unit and a cross-sectional design, which does not capture the temporal dynamics of the variables. Future research should employ a broader sample and a longitudinal design, while also considering additional variables, such as leadership style and organizational culture, to provide more comprehensive insights.
Increasing Competitive Advantage with Creativity and Innovation: The Moderating Effect of Digital Leadership Farah Umayna; Shalahuddin Shalahuddin; Dedy Darmawan; Ang Hong Long; Shaierah Gulabdin; Stephen Laison Sondoh; Julian Paul Sidin
Advances in Human Resource Management Research Vol. 3 No. 3 (2025)
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i3.490

Abstract

Purpose: This study explores how psychological empowerment influences competitive advantage through creativity and innovative work behavior while also analyzing the moderating role of digital leadership. The study emphasizes the importance of building sustainable competitive strategies in Micro, Small, and Medium Enterprises (MSMEs) through innovation-driven human capital. Research Design and Methodology: A quantitative approach was employed, using a structured questionnaire distributed to 254 MSMEs in South Sulawesi, Indonesia. Data analysis was conducted through Structural Equation Modeling using the Partial Least Squares (SEM-PLS) method to test direct and indirect effects among the studied variables. Findings and Discussion: The results reveal that psychological empowerment significantly affects creativity and innovative work behavior, not a competitive advantage. Creativity influences innovative work behavior but does not directly lead to competitive advantage. Innovative work behavior significantly contributes to competitive advantage. Moreover, creativity mediates the relationship between psychological empowerment and innovative behavior, but not with a competitive advantage. Innovative work behavior mediates both psychological empowerment and creativity in achieving competitive advantage. Digital leadership strengthens the transformation of creativity into innovative behavior. It reinforces the impact of innovative behavior on competitive advantage but does not enhance the direct effects of psychological empowerment and creativity on competitiveness. Implications: This study offers theoretical and managerial insights by highlighting the strategic role of innovation and digital leadership in building sustainable competitive advantage. MSME leaders are encouraged to enhance employee empowerment, nurture creativity, and embrace digital leadership to drive innovation.
Work Environment and Work Motivation on Employee Performance Ceskakusumadewi Baharuddin; Panus Panus
Advances in Human Resource Management Research Vol. 3 No. 3 (2025)
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i3.742

Abstract

Purpose: This study aims to analyze the effects of the work environment and work motivation on employee performance at the Makassar City Transportation Agency, both individually and collectively, as a basis for strengthening human resource management in the public service sector. Research Design and Methodology: This study employs a quantitative, causal design. The study population and sample consist of 92 employees of the Makassar City Transportation Agency, selected using a saturation sampling technique. Data were collected using a questionnaire. Data analysis employed the Partial Least Squares Structural Equation Modeling (PLS-SEM) approach using the SmartPLS software. The evaluation stages included the measurement model (outer model), structural model fit (inner model), and hypothesis testing via the bootstrapping procedure. Findings and Discussion: The results of the study indicate that the work environment and work motivation have a positive and significant effect on employee performance, both individually and collectively. These findings confirm that the interaction between a conducive work environment and strong work motivation shapes civil servant performance. Implications: This study suggests that improving employee performance requires enhancing both the physical and psychosocial aspects of the work environment, as well as strengthening a sustainable system of work motivation to foster greater professionalism among civil servants.
Intrinsic Motivation as a Mediator of the Effects of Work-Life Balance, Work Environment, and Work Discipline on Public Sector Employee Performance Duta Mustajab; Abdul Rasyid; Novi Darmayanti
Advances in Human Resource Management Research Vol. 3 No. 3 (2025)
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i3.817

Abstract

Purpose: This study aims to analyze the influence of work-life balance, work environment, and work discipline on employee performance in public-sector organizations, and to examine the role of intrinsic motivation as a mediating variable in the relationships among these variables. Research Design and Methodology: This study employs a quantitative, associative design. Data was collected through a structured questionnaire distributed to employees at 40 Regional Government Agencies (OPDs) in Papua Province, with a total of 109 respondents. Data analysis was conducted using Structural Equation Modeling–Partial Least Squares (SEM-PLS) to test the direct and indirect effects between variables Findings and Discussion: The results of the study indicate that work-life balance, work discipline, and intrinsic motivation have a direct and significant effect on employee performance; the work environment has a significant effect on intrinsic motivation; and intrinsic motivation was found to partially mediate the relationship between the work environment and employee performance, but does not mediate the effects of work-life balance and work discipline on performance. These findings suggest that employee performance is more influenced by internal motivational processes that are shaped by the work environment. Implications: This study makes a theoretical and practical contribution by emphasizing the importance of intrinsic motivation as a psychological mechanism for improving employee performance. In practical terms, public sector organizations need to create a conducive work environment and strengthen strategies to enhance intrinsic motivation, thereby boosting employee performance, particularly in regions with unique characteristics, such as Papua Province.
Bibliometric Analysis of Hospital Financial Risk Management Literature in the Era of Economic Uncertainty Based on VOSviewer Euis Ayu Indah Purnamasari; Lidya Nur Hayya; Ayu Hartati Bakri; Alisiah Rezky; Kosasih Kosasih
Advances in Human Resource Management Research Vol. 3 No. 3 (2025)
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i3.862

Abstract

Purpose: This study aims to analyze research trends in the hospital financial risk management literature during the era of economic uncertainty using a bibliometric analysis and a systematic literature review. It focuses on identifying dominant themes, theoretical perspectives, methodological approaches, and emerging trends in hospital financial sustainability, enterprise risk management, adaptive governance, and digital transformation within healthcare organizations. Research Design and Methodology: This study employed a Systematic Literature Review combined with bibliometric analysis, following the PRISMA protocol, including the identification, screening, eligibility, and inclusion stages. Data were collected from Google Scholar, ScienceDirect, Wiley Online Library, and Scopus using keywords related to hospital financial risk management, financial sustainability, healthcare governance, and economic uncertainty. A total of 30 articles published between 2020 and 2025 were analyzed using VOSviewer. Findings and Discussion: The findings show that research has shifted from traditional financial efficiency and cost management toward integrated governance, organizational resilience, and technology-driven sustainability. Four thematic clusters were identified: financial sustainability and operational efficiency; enterprise risk management and resilience; bibliometric mapping; and digital transformation in healthcare governance. Implications: This study emphasizes the importance of sustainability-oriented governance, enterprise risk management, and digital transformation in strengthening hospital financial resilience. It also provides bibliometric mapping and future research directions on adaptive governance and technological innovation in healthcare organizations.
From Resources to Performance: Job Satisfaction as a Conversion Mechanism for Knowledge Management, Work Culture, and Intellectual Integrity in Hotels Yandra Rivaldo; Andika Prasetya Nugraha; Robby Kurniawan; Tantri Widriati
Advances in Human Resource Management Research Vol. 3 No. 3 (2025)
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i3.1110

Abstract

Purpose: This study examines how knowledge management, work culture, and intellectual integrity are translated into employee performance through job satisfaction in the hotel sector, with a focus on high-contact service environments. Research Method: An explanatory survey reached 235 permanent employees of three-star hotels in Batam, Indonesia, sampled proportionately from a frame of 566. All five constructs were modelled as second-order latent variables in LISREL 8.70. Results and Discussion: The results indicate that knowledge management, work culture, and intellectual integrity are positively associated with job satisfaction. In turn, job satisfaction demonstrates a strong relationship with employee performance. The model explains 57% of the variance in job satisfaction and 86% of the variance in employee performance. Indirect effects show consistent partial mediation, indicating that job satisfaction functions as a central mechanism through which organisational resources are translated into performance outcomes. Implications: Job satisfaction warrants managerial attention as the mechanism linking resource investment to employee performance, not as a by-product of human resource practice. Existing studies have largely examined knowledge management, work culture, and ethical constructs in isolation, with limited explanation of how these heterogeneous resources are jointly translated into performance. This study addresses this gap by proposing a unified conversion-based framework centred on job satisfaction as a common mechanism. It further positions intellectual integrity as a distinct individual-level epistemic resource, extending established ethical perspectives in hospitality research.

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