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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 57 Documents
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Intellectual Capital on Innovation Performance: The Mediating Role of Inter-Organizational Learning in Frozen Shrimp SMEs Hasyim, Budi; Lee, Cheng-Wen; Eranza, Datu Razali Datu; Ilham, Romi; Aswan, Aswan; Nur’Aini, Sherlyna
Advances in Human Resource Management Research Vol. 4 No. 1 (2026): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v4i1.741

Abstract

Purpose: This study examines the effect of intellectual capital on innovation performance of frozen shrimp SMEs in North Kalimantan, with inter-organizational learning as a mediator. Research Method: A quantitative survey was conducted on 278 SMEs. Data were collected using structured questionnaires and analyzed with PLS-SEM to test direct and mediating relationships among variables. Results and Discussion: Intellectual capital significantly improves both inter-organizational learning and innovation performance. Inter-organizational learning has the strongest effect on innovation, indicating that collaboration and knowledge exchange with external partners are critical. It also mediates the relationship between intellectual capital and innovation performance, showing that internal resources become more effective when supported by external learning. Implications: The findings suggest that SMEs should strengthen knowledge-based resources and expand collaborative networks to enhance innovation. Policymakers should support capacity building and partnerships. Future studies may include additional variables or sectors for broader insights.
Work Environment and Work Motivation on Employee Performance Baharuddin, Ceskakusumadewi; Panus, Panus
Advances in Human Resource Management Research Vol. 3 No. 3 (2025): June - September
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.
The Influence of Leadership and Motivation on Performance in High-Discipline Organizations: A Study of Brimob Personnel Hartati, Hartati; Setiawan, Akbar; Alyyasa-Gan, Siti Sarah; Machmud, Mulyana
Advances in Human Resource Management Research Vol. 4 No. 1 (2026): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v4i1.749

Abstract

Purpose: This study examines the effects of leadership and work motivation on personnel performance in a paramilitary institution, specifically Batalyon B Pelopor Brimob Parepare, and hypothesizes that both variables significantly influence performance, with motivation as the dominant factor. Research Method: A quantitative correlational design was applied using a census sample of 39 personnel in Parepare, Indonesia. Data were collected through structured questionnaires and analyzed using multiple linear regression to test both partial and simultaneous effects of leadership and motivation on performance. Results and Discussion: The findings indicate that leadership and work motivation both have positive and significant effects on personnel performance, individually and jointly. Motivation has a stronger influence than leadership. The regression model explains 93.3% of the variance in performance, indicating strong explanatory power. These results confirm the critical role of motivational factors in high-risk, structured organizational settings. Implications: The study highlights the importance of integrating effective leadership practices with robust motivational strategies to enhance performance in paramilitary organizations. It contributes to extending leadership–motivation–performance frameworks into underexplored contexts and recommends future research with larger samples and comparative institutional settings.
Employee Performance in Primary Healthcare: The Roles of Competence, Motivation, and Workplace Empathy Asniwati, Asniwati; Latief, Fitriani
Advances in Human Resource Management Research Vol. 4 No. 1 (2026): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v4i1.747

Abstract

Purpose: This study examines the effects of competence, motivation, and workplace empathy on employee performance at the Takkalalla Community Health Center in Wajo Regency, while also identifying the most influential variable in the proposed model. Research Method: The study employed a quantitative case study design with census sampling, involving all 55 employees of the health center as respondents. Data were collected via a structured questionnaire using a 5-point Likert scale and analyzed in SPSS version 24. The analytical procedures included descriptive statistics, validity and reliability tests, classical assumption testing, multiple linear regression, partial t-tests, and coefficient-of-determination analysis. Results and Discussion: This study demonstrates that employee performance in the Takkalalla Community Health Center is significantly influenced by competence, motivation, and workplace empathy. The findings confirm that performance in primary healthcare is not determined solely by technical skills, but by the combined effects of cognitive, psychological, and interpersonal factors. Implications: These findings suggest that efforts to improve employee performance in primary healthcare should not focus solely on competence and motivation, but also on strengthening workplace empathy. The study contributes to policy and practice by proposing a more comprehensive performance model for community healthcare settings. Future research is recommended to test this model in broader healthcare institutions with larger samples and more diverse organizational contexts.
Synergy Between Training and Digital Capabilities: Transforming Competencies to Achieve Competitive Advantage for Retail Apparel SMEs Bahasoan, Shandra; Asniwati, Asniwati; Surianto, Surianto
Advances in Human Resource Management Research Vol. 4 No. 1 (2026): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v4i1.754

Abstract

Purpose: This study examines the influence of digital capability and job training on competitive advantage, with employee competence serving as a mediating variable among clothing stores in Bulukumba Regency. Research Method: This study employed a quantitative explanatory design. Data were collected through questionnaires administered to 100 retail employees in Bulukumba, South Sulawesi. Using purposive sampling, the data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 4.0. Results and Discussion: The results indicate that digital capability and job training have a significant effect on employee competence. Employee competence also has a significant effect on competitive advantage, whereas digital capability and job training do not directly affect competitive advantage. In addition, employee competence fully mediates the relationships between digital capability, job training, and competitive advantage. Implications: These findings highlight the importance of human capital development in the retail sector, suggesting that technology adoption and training initiatives enhance competitiveness only when they successfully improve individual employee competence. This study contributes to the small business management literature by emphasizing that, for local retailers, the human aspect of digital transformation and skills development constitutes the critical pathway to achieving a sustainable competitive advantage in a dynamic market.
Leadership and Implementation of Total Quality Management (TQM) on Employee Performance with the Mediating Role of Motivation Fajriah, Yana; Alam, Syamsul; Jumady, Edy; Heslina, Heslina; Akob, Reski Arianty
Advances in Human Resource Management Research Vol. 4 No. 1 (2026): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v4i1.780

Abstract

Purpose: This study aims to examine the effects of leadership and Total Quality Management (TQM) on employee performance, with motivation as a mediating variable, at the Regional Drinking Water Company (Perumda Air Minum) in Makassar City. Research Method: This research employed a quantitative causal-explanatory approach. The population consisted of 163 permanent employees, and a census sampling technique was applied, in which all employees were selected as respondents. Data were collected via questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS software. Results and Discussion: The findings indicate that leadership has a positive and significant effect on employee performance and employee motivation. TQM also positively and significantly affects employee performance and motivation. Furthermore, motivation has a significant positive effect on employee performance. Motivation was shown to mediate the relationships between leadership and performance, as well as between TQM and performance. These results suggest that effective leadership practices and the consistent implementation of TQM can improve employee motivation, ultimately enhancing organizational performance. Implications: The organization should strengthen leadership, improve employee engagement, maintain continuous quality improvement, and develop motivational strategies such as rewards, recognition, and career development programs. These actions are expected to enhance employee productivity and service quality.
Analysis of the Efficiency of Hospital X Services Based on Electronic Medical Records: Systematic Literature Review, PRISMA, and Vosviewer Kosasih, Kosasih; Septiani, Desi; Anggraini, Widya; Handayani, Fitri; Afrizal, Ali Yusran; Paramarta, Vip
Advances in Human Resource Management Research Vol. 4 No. 1 (2026): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v4i1.790

Abstract

Purpose: This study aims to analyze the efficiency of hospital services based on the implementation of Electronic Medical Records (EMR), particularly in improving operational performance and service quality within healthcare organizations. Research Method: The study employs a Systematic Literature Review (SLR) based on the PRISMA approach, combined with bibliometric analysis using VOSviewer. A total of 37 relevant articles published between 2020 and 2025 were systematically selected and analyzed to identify research trends and conceptual relationships. Results and Discussion: The findings indicate that EMR implementation significantly improves hospital service efficiency by reducing operational costs, enhancing clinical decision-making, and optimizing service processes. Bibliometric analysis reveals a shift in research trends toward digital integration, system interoperability, and the development of smart hospital systems, highlighting the growing importance of technology-driven healthcare management.   Implications: The study implies that achieving optimal efficiency through EMR requires strong organizational readiness, effective system integration, and continuous innovation. Policymakers and hospital management must adopt a holistic and data-driven approach to ensure sustainable improvements in healthcare service efficiency.
The Role of Job Satisfaction in Mediating the Effects of the Digital Work Environment, Organizational Culture, and Work Commitment on Banking Employee Performance Taufan A, Rezky Ratnasari; Taupan, Taupan; Lerebulan, Sian Linda; Murfat, Moh Zulkifli
Advances in Human Resource Management Research Vol. 4 No. 1 (2026): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v4i1.791

Abstract

Purpose: This study aims to examine the effects of the digital work environment, organizational culture, and work commitment on employee performance, with job satisfaction serving as a mediating variable in the banking sector in Makassar. Research Method: This study employed a quantitative approach with an explanatory research design. Data were collected from 184 banking employees using purposive sampling techniques. The data were analyzed using covariance-based Structural Equation Modeling (SEM) with the assistance of AMOS to test both direct and indirect relationships among the variables. Results and Discussion: The findings indicate that the digital work environment, organizational culture, and work commitment have positive and significant effects on job satisfaction. Job satisfaction also has a positive and significant effect on employee performance. Furthermore, the digital work environment and work commitment have both direct and indirect effects on employee performance, indicating partial mediation through job satisfaction. In contrast, organizational culture does not directly affect employee performance, but it has a significant indirect effect through job satisfaction, indicating full mediation. Implications: The study highlights the importance of integrating digital transformation initiatives with effective human resource management practices. Banking organizations should focus on creating supportive digital work environments, strengthening organizational culture, and fostering employee commitment in order to enhance job satisfaction and improve overall performance.
Intrinsic Motivation as a Mediator of the Effects of Work-Life Balance, Work Environment, and Work Discipline on Public Sector Employee Performance Mustajab, Duta; Rasyid, Abdul; Darmayanti, Novi
Advances in Human Resource Management Research Vol. 3 No. 3 (2025): June - September
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.
Work Motivation as a Mediator of Employee Well-Being, Leadership, and Staff Performance Ahmad Firman; Fitriani Latief; Andi Nabila Tenri Lala
Advances in Human Resource Management Research Vol. 4 No. 2 (2026): February - May
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v4i2.739

Abstract

Purpose: This study examines the effects of employee well-being and transformational leadership on educational staff performance and investigates the mediating role of work motivation in private universities. Research Method: A quantitative explanatory approach was employed. Data were collected through questionnaires from 75 educational staff members at private universities specializing in economics in South Sulawesi, Indonesia. Respondents were selected using purposive sampling. Data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 4.0. Results and Discussion: The results show that employee well-being and transformational leadership positively and significantly influence work motivation. Transformational leadership and work motivation significantly affect educational staff performance, whereas employee well-being has no direct effect on performance. Furthermore, work motivation significantly mediates the relationships between employee well-being and performance, as well as transformational leadership and performance. These findings indicate that motivation is a key mechanism linking leadership and employee well-being to improved performance outcomes. Implications: University management should strengthen transformational leadership practices and promote employee well-being to enhance work motivation and staff performance. Originality: This study provides evidence of the mediating role of work motivation in explaining how employee well-being and transformational leadership influence educational staff performance in Indonesian private universities.

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