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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 37 Documents
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Exploring Contemporary Perspectives in Organizational Behavior Research Prasetya, Eka
Advances in Human Resource Management Research Vol. 2 No. 1 (2024): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v2i1.239

Abstract

Purpose: This study explores contemporary perspectives on organizational behavior, focusing on leadership, organizational culture, employee motivation, and diversity and inclusion. By examining these elements, the research provides a comprehensive understanding of their impact on organizational effectiveness. Research Design and Methodology: A qualitative literature review was conducted to synthesize existing research on organizational behavior. Scholarly articles, books, and reports were reviewed, focusing on theoretical frameworks and empirical studies on leadership styles, cultural dynamics, motivational factors, and inclusive practices. Findings and Discussion: The review highlights the significance of transformational leadership in enhancing employee engagement and performance. Influential organizational culture, characterized by shared values and norms, is critical in shaping behavior and promoting innovation. Employee motivation, influenced by intrinsic and extrinsic factors, is crucial for productivity and satisfaction. Diversity and inclusion contribute to creativity and problem-solving, improving organizational outcomes. However, challenges such as unconscious bias and systemic barriers need to be addressed to foster genuinely inclusive environments. Implications: Integrating insights from organizational behavior research into practice can enhance leadership effectiveness, cultural alignment, and employee motivation. Organizations should invest in leadership development, promote a positive and adaptive culture, and implement diversity and inclusion initiatives. Future research should focus on longitudinal studies and interdisciplinary approaches to address emerging trends and complexities in organizational behavior.
Exploring Comprehensive Approaches to Employee Health and Happiness Hartanto, Oki
Advances in Human Resource Management Research Vol. 2 No. 1 (2024): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v2i1.246

Abstract

Purpose: This study explores comprehensive approaches to employee health and happiness within the organizational context. It aims to understand the factors influencing employee well-being and their impact on organizational effectiveness. Research Design and Methodology: The research employs a qualitative literature review methodology, involving systematic analysis and interpretation of existing studies. This approach includes data collection from various academic sources, thematic analysis, and narrative synthesis to identify key themes and patterns in literature. Findings and Discussion: The findings indicate that employee health and happiness are influenced by multiple factors such as job characteristics, social support networks, organizational policies, and leadership styles. Comprehensive wellness programs, mental health support, and stress management strategies are shown to enhance employee well-being. Additionally, supportive organizational cultures and transformational leadership contribute to positive work environments, improving employee health and happiness. Implications: The study emphasizes the importance of holistic approaches in promoting employee well-being. Organizations are advised to adopt evidence-based policies and practices that support work-life balance, employee development, and performance recognition. Further research is needed to evaluate the effectiveness of wellness interventions across diverse organizational contexts to ensure their sustainability and long-term impact.
Applying Organizational Psychology Principles for Positive Workplace Outcomes Bakri, Muhammad
Advances in Human Resource Management Research Vol. 2 No. 1 (2024): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v2i1.258

Abstract

Purpose: This study aims to apply organizational psychology principles to foster positive workplace outcomes. It focuses on developing practical interventions that integrate theoretical and empirical findings from organizational psychology to enhance organizational effectiveness, employee well-being, and overall productivity. Key areas explored include employee engagement, job design, organizational justice, teamwork, and leadership development. Research Design and Methodology: This research employs a qualitative approach, primarily through a literature study, to explore organizational psychology principles. A comprehensive literature search strategy was implemented using academic databases such as PubMed, PsycINFO, and Google Scholar to identify relevant peer-reviewed articles, books, and other scholarly sources. Thematic and content analyses were used to interpret the collected data. Findings and Discussion: The findings indicate that effective leadership, employee engagement, a positive organizational culture, and organizational justice are critical pillars in shaping a healthy and productive work environment. Transformational and authentic leadership significantly enhance employee motivation and performance. High employee engagement is associated with greater job satisfaction, higher productivity, and increased loyalty. A positive organizational culture promoting trust and collaboration enhances employee engagement and organizational outcomes. Organizational justice—procedural, distributive, and interactional—contributes to improved perceptions of fairness, trust, and employee commitment. Implications: The practical implications emphasize the importance of leadership development programs focusing on transformational and authentic leadership behaviors, efforts to foster a supportive organizational culture, and the implementation of fair policies and procedures to build employee trust and commitment. Future research should explore the long-term effects of these principles in diverse organizational contexts.
The Impact of Cross-Cultural Management on Global Collaboration and Performance Erfan, Muhammad
Advances in Human Resource Management Research Vol. 2 No. 2 (2024): February - May
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v2i2.261

Abstract

Purpose: This study aims to examine the impact of cross-cultural management on global collaboration and organizational performance in multinational corporations (MNCs). It focuses on how effective cross-cultural management practices enhance team collaboration, communication efficiency, and leadership adaptability. Research Design and Methodology: Data were collected through surveys and interviews with employees and leaders from various MNCs. Quantitative analysis was performed on survey responses to identify correlations between cross-cultural management practices and organizational performance metrics. Qualitative insights from interviews provided additional context and depth. Findings and Discussion: The findings indicate that cross-cultural management significantly enhances team cohesion and communication efficiency. Employees who underwent cross-cultural training reported higher levels of collaboration and fewer misunderstandings. Leadership adaptability emerged as a crucial factor, with culturally intelligent leaders effectively managing diverse teams. The study also revealed that cross-cultural management contributes to higher innovation and organizational performance. Implications: The study underscores the importance of investing in cross-cultural training and developing culturally intelligent leadership. Organizations should implement comprehensive training programs and inclusive policies to leverage cultural diversity. These practices improve interpersonal relations and lead to tangible business benefits, including higher employee satisfaction and productivity.
Exploring the Intersection of Islamic Values and Human Resource Management Basalamah, Muhammad Syafii A
Advances in Human Resource Management Research Vol. 2 No. 2 (2024): February - May
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v2i2.284

Abstract

The research investigates the integration of Islamic values into human resource management (HRM) practices, aiming to explore its implications for organizational dynamics and employee well-being. Employing a qualitative approach, the study conducts a comprehensive literature review to analyze existing scholarly works on the subject. The methodology involves systematic literature selection from academic databases, followed by data collection through thorough review and analysis of relevant literature. Thematic analysis is employed to identify recurring themes, patterns, and relationships within the literature. The findings highlight the significant influence of Islamic values on various HRM processes, including recruitment, training, performance appraisal, and conflict resolution. Islamic principles such as justice, equity, and compassion shape organizational culture, employee behavior, and organizational outcomes. The study also identifies theoretical frameworks like the Islamic Work Ethic (IWE) model and the Social Exchange Theory, offering valuable insights into the relationship between adherence to Islamic values and organizational outcomes. Moreover, empirical research underscores the importance of contextual factors and leadership practices in determining the effectiveness of integrating Islamic values into HRM. Overall, the study contributes to a deeper understanding of the intersection of Islamic values and HRM practices, providing insights for organizational leaders, policymakers, and scholars alike.
Economic Insights into Workforce Dynamics: Analyzing Labor Supply, Demand, and Compensation Aji, A. Sugeng Sapta; Akbardin, Muhammad
Advances in Human Resource Management Research Vol. 2 No. 2 (2024): February - May
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v2i2.305

Abstract

The research aims to comprehensively explore the multifaceted dynamics of the labor market, focusing on labor supply, demand, and compensation, and their implications for policy and future research. Employing a literature review approach, this study synthesizes insights from various disciplines, including economics, sociology, psychology, and public policy. Methodologically, it entails a systematic analysis of scholarly articles, empirical studies, and theoretical frameworks to elucidate the complex interplay of factors shaping workforce behavior and labor market outcomes. The findings reveal the intricate relationships between demographic characteristics, educational attainment, social norms, economic conditions, and technological advancements in influencing labor supply, demand, and compensation dynamics. Key insights include the significance of lifelong learning initiatives, the role of labor market institutions in ensuring fair compensation practices, and the importance of job quality enhancement measures in fostering workforce satisfaction and productivity. The research underscores the need for interdisciplinary approaches, longitudinal studies, and comparative analyses to address emerging challenges in the labor market and inform evidence-based policy interventions.
The Role of Job Satisfaction as a Mediating Variable Between Work Environment and Employee Productivity Syahrir, Dian Rahmadhani; Zakaria, Zakaria; Labo, Irwan Adam
Advances in Human Resource Management Research Vol. 2 No. 3 (2024): June - September
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v2i3.306

Abstract

Purpose: This study aims to examine the role of job satisfaction as a mediating variable between the work environment and employee productivity at PT Air Minum Jayapura Robongholo Nanwani. Research Design and Methodology: The research employs a quantitative approach with a sample of 150 employees, utilizing cluster sampling. Data collection was conducted through questionnaires, and the data were analyzed using Structural Equation Modeling (SEM) with AMOS software. Findings and Discussion: The findings indicate that the work environment significantly influences job satisfaction and employee productivity. Moreover, job satisfaction fully mediates the relationship between the work environment and productivity, suggesting that improvements in the work environment led to higher job satisfaction, enhancing productivity. The study's results support theories such as Maslow's hierarchy of needs and Herzberg's two-factor theory. Implications: These findings have practical implications for organizational management, highlighting the importance of creating a conducive work environment to boost job satisfaction and productivity. Future research should consider longitudinal studies and diverse methods to explore these dynamics in different organizational contexts further. This study contributes to human resource management theory by providing empirical evidence of the mediating role of job satisfaction in the relationship between work environment and productivity.
Work Discipline on Employee Performance Through Work Productivity Tasya, Cut Yeni; Akbar, Mohammad Aldrin; Lina, Ros
Advances in Human Resource Management Research Vol. 2 No. 3 (2024): June - September
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v2i3.326

Abstract

Purpose: This study examines the effect of work productivity on employee performance at PT Paguntaka Cahaya Nusantara Papua and West Papua Branch. Research Design and Methodology: Data was collected using a cross-sectional research design through a survey involving employees from various departments. Regression analysis evaluated the relationship between work productivity and employee performance. Findings and Discussion: The results showed a positive and significant relationship between work productivity and employee performance, with a regression coefficient of 0.62 and a p-value of 0.0001. This finding supports theories that link work productivity with performance improvement and confirms the importance of productivity factors in achieving optimal organizational performance. Implications: This study makes a significant contribution to scientific and managerial practice by providing empirical evidence and recommendations for managers to develop policies that encourage work productivity. However, its limitations include its cross-sectional design and limited generalizability. Future research should use a longitudinal design and expand the sample to various industries to gain more insight into the relationship between work productivity and employee performance.
Product Quality Improvement through Effective Operational Management Hasyim, Hasyim; Bakri, Muhammad
Advances in Human Resource Management Research Vol. 2 No. 3 (2024): June - September
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v2i3.365

Abstract

Purpose: This study explores the impact of advanced technologies and strategies on supply chain optimization within operational management, aiming to understand how AI, ML, IoT, blockchain, effective inventory management, supplier relationship management, risk management strategies, and sustainability practices enhance supply chain performance. Research Design and Methodology: The study uses a qualitative research design, including semi-structured interviews with supply chain experts from various industries and document analysis. The thematic analysis identifies patterns and themes, offering a detailed understanding of factors contributing to supply chain optimization. Findings and Discussion: The study reveals advanced technologies significantly improve demand forecasting accuracy, real-time decision-making, and supply chain transparency. Strategies such as JIT, Lean Inventory, EOQ, and VMI optimize inventory levels and reduce costs. Strong supplier relationships and robust risk management strategies enhance supply chain resilience and agility, while sustainability practices lead to cost savings, improved brand reputation, and regulatory compliance. The findings support the hypothesis that technological integration and strategic management enhance supply chain performance, aligning with the resource-based view and dynamic capabilities theories. Implications: This research provides insights for businesses seeking to optimize their supply chains. It highlighting the need for a holistic approach integrating technological solutions with human and organizational factors. The findings offer practical guidance for implementing advanced technologies and strategies, contributing to scientific understanding and practical applications in supply chain management.
The Influence of Motivation, Training and Compensation on Employee Performance Awoitau, Ruth; Noch, Muh Yamin; Khotimah, Khusnul
Advances in Human Resource Management Research Vol. 2 No. 3 (2024): June - September
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v2i3.376

Abstract

Purpose: This study examines the impact of motivation, training, and compensation on employee performance at the Secretariat of the DPRD of Jayapura Regency. Research Design and Methodology: The research employs a quantitative approach, utilizing surveys and statistical analysis to evaluate the effects of motivation, training, and compensation on employee performance. Data was collected from employees at the Secretariat of the DPRD of Jayapura Regency and analyzed using simultaneous testing methods to determine the significance of each variable. Findings and Discussion: The results indicate that motivation, training, and compensation significantly influence employee performance individually and collectively. These findings highlight the potential for significant improvement in employee performance. Motivation enhances performance by fostering a positive work environment and employee engagement. Training improves performance by developing employee skills and competencies. Compensation boosts performance by providing financial and non-financial rewards that increase employee satisfaction and motivation. These findings underscore the critical role of these factors in organizational success and provide a hopeful outlook for the future. Implications: This study underscores the importance of a comprehensive approach to enhancing employee performance through motivation, training, and compensation. To create a motivated and productive workforce, organizational leaders and managers should focus on supportive leadership, continuous skill development, and fair compensation policies. These strategies can foster a conducive work environment, driving organizational success. Future research should explore these factors in diverse contexts and over extended periods to validate and expand upon these findings.

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