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Journal of Organizational and Human Resource Development Strategies
Published by Indonesian Institute of Science and Technology Research
ISSN : 30641101     EISSN : 30899206     DOI : https://doi.org/10.56741/ohds.v1i01
Core Subject : Economy, Science,
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance
Journal of Organizational and Human Resource Development Strategies is a peer-reviewed publication dedicated to exploring cutting-edge research and practical applications in the fields of organizational development and human resource management. The journal offers a platform for academics, practitioners, and policymakers to share insights, strategies, and innovations aimed at enhancing organizational performance and employee development. Key topics include leadership, talent management, employee engagement, organizational culture, and strategic HR practices.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 28 Documents
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Job Satisfaction as a Mediating Variable of Work Professionalism, Organizational Commitment, and Employee Performance in the Animal Feed Industry Handayani, Maidiana Astuti; Anggarini, Defia Riski; Marini, Dewi
Journal of Organizational and Human Resource Development Strategies Vol. 2 No. 03 (2025): Journal of Organizational and Human Resource Development Strategies
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/ohds.v2i03.1017

Abstract

This study investigates the influence of work professionalism and organizational commitment on employee performance, with job satisfaction as a moderating variable, at PT. Japfa Comfeed Indonesia Tbk, Bandar Lampung Branch. Using a quantitative approach, data were collected through questionnaires distributed to 116 employees, selected from a population of 163 using the Slovin formula. The analysis used Partial Least Squares (PLS) through the SEM-PLS approach with WarpPLS 7.0 software. The findings reveal that both work professionalism and organizational commitment positively affect employee performance, with path coefficients of 0.365 (p < 0.001) and 0.321 (p < 0.001), respectively. However, job satisfaction does not significantly moderate the relationship between work professionalism and performance (β = -0.003, p = 0.448) or organizational commitment and performance (β = 0.106, p = 0.122). These results suggest that while professionalism and commitment are key drivers of performance, job satisfaction does not significantly mediate these relationships within this organizational context.
Competencies of Bachelor of Science in Office Administration Students in Machine Shorthand Balbuena, Christine Mae P.; Baladia, Bernadette B.; Lascano, Hannah Mikaela O.; De Loyola–Lagatic, Alyssa Florese
Journal of Organizational and Human Resource Development Strategies Vol. 2 No. 03 (2025): Journal of Organizational and Human Resource Development Strategies
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/ohds.v2i03.1228

Abstract

This study focused on the Competencies of Bachelor of Science in Office Administration Students in Machine Shorthand, it sought to identify: profile of the respondents in terms of age, sex and year level, competencies of BSOA students in machine shorthand in terms of dictation and transcription, challenges of BSOA student in machine shorthand in terms of dictation and transcription, as an output of this study an intervention plan than was proposed to enhance the competencies of BSOA student in machine shorthand. The respondents of this study were the BSOA students, composed of the 2nd year and 3rd year students in the Bachelor of Science in Office Administration for the academic year 2023-2024, with a total of 100 respondents. This study utilized the Quantitative Descriptive Research Method and percentage technique, weighted mean, and rank order method as the statistical tools. The study revealed that, in terms of Personal Profile, the majority are 19-20 years old, the majority are female, and the majority of the respondents are 3rd year students. In conclusion, the competencies of Bachelor of Science in Office Administration Students in Machine Shorthand in terms of the competencies of BSOA Students in terms of transcription and dictation were found to be competent. Challenges of BSOA Students in Machine Shorthand in terms of Transcription and Dictation were found to be Often Encountered. The output of this study is the proposed recommendation to enhance the Competencies of Bachelor of Science in Office Administration Students in Machine Shorthand.
Employment Trajectories and Skill Proficiency of Nursing Graduates from Camarines Sur Polytechnic Colleges, Philippines Malabanan, Leni M.; Pacer, Grace E.
Journal of Organizational and Human Resource Development Strategies Vol. 2 No. 03 (2025): Journal of Organizational and Human Resource Development Strategies
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/ohds.v2i03.1231

Abstract

This tracer study investigated the employment outcomes and competencies of the 2020 Bachelor of Science in Nursing (BSN) graduates from Camarines Sur Polytechnic Colleges (CSPC). The study aimed to determine the graduates’ employment status, professional engagements, and the extent to which the college contributed to their soft and professional competencies. Using a descriptive-correlational design, data were collected via a validated survey administered to 27 out of 29 graduates, achieving a 93% response rate. Results indicated that 96% of graduates are employed in roles aligned with their nursing education, with 81% in regular positions, primarily in hospital settings. The majority found employment within three months of licensure. Graduates assessed the institution’s contribution to soft (e.g., communication, critical thinking) and professional competencies (client care, leadership, research) to be “to a great extent,” based on a 4-point Likert scale. A significant correlation was found between employment status and competency development. The findings underscore the relevance of CSPC’s nursing curriculum in preparing graduates for the workforce and highlight opportunities to expand international placement, postgraduate engagement, and advanced clinical training.
The Influence of Internal and External Factors on Labor Productivity: A Study on the Construction Project of the Manokwari Substations Sandryawal; Silitonga, Roland Y. H.
Journal of Organizational and Human Resource Development Strategies Vol. 2 No. 03 (2025): Journal of Organizational and Human Resource Development Strategies
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/ohds.v2i03.1254

Abstract

The construction of the Manokwari Substation in West Papua, part of Indonesia’s national strategic infrastructure program, faces geographic, logistical, and human resource challenges that demand high labor productivity to ensure project success. This study aims to analyze the influence of internal and external factors on labor productivity within this construction context. Employing a quantitative approach with a correlational ex post facto design, data were collected through a census-based closed-ended Likert-scale questionnaire distributed to 50 active workers involved in the project. Multiple linear regression analysis was used to assess both simultaneous and partial effects of the independent variables on labor productivity. The results indicate that internal factors, such as work experience, education level, health status, and wages, significantly affect productivity, while age and the number of dependents show no meaningful impact. Conversely, all examined external factors (field conditions, weather, and the implementation of occupational safety and health) significantly contribute to labor productivity. This study offers a substantial theoretical contribution by reinforcing the conceptual framework of labor productivity in the construction sector. It provides practical implications in the form of evidence-based strategies to improve workforce performance. The findings are expected to serve as a basis for policy decisions in managing strategic infrastructure projects, particularly in geographically complex regions like Eastern Indonesia.
The New Career Paradigm of Indonesian Youth: An Analysis of Career Preference Shifts in the Digital Era Susanti, Nova; Anggreiny, Nila; Khan, Zafar
Journal of Organizational and Human Resource Development Strategies Vol. 2 No. 03 (2025): Journal of Organizational and Human Resource Development Strategies
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/IISTR.ohds.001693

Abstract

This study examines the shifting career preferences of Indonesian youth, who are increasingly moving from formal employment toward informal and flexible work models. Using a mixed-methods approach that integrates national statistics from Badan Pusat Statistik (BPS), regional survey data, and literature analysis, the study identifies key socio-economic and cultural drivers behind this transition. Findings are organized into three themes: the growing prevalence of informal work among young people, rising demand for flexibility in income generation and work arrangements, and the broader socio-economic implications for stability, skills development, and long-term employability. The study concludes that this shift reflects both structural labour-market changes and evolving youth aspirations. It recommends strengthening policy support for youth entrepreneurship, integrating flexible-work competencies into education and training, and improving social protection mechanisms to ensure sustainable participation in an increasingly informal economy.
Analysis of Service Quality Gaps and Strategic Improvement Priorities: A Comparative Study of Customer Satisfaction at Minimarkets using SERVQUAL and Importance Performance Analysis Utomo, Anggoro P.; Silitonga, Roland Y.H.; Agung, Alexander G.
Journal of Organizational and Human Resource Development Strategies Vol. 3 No. 01 (2026): Article in Press - Journal of Organizational and Human Resource Development St
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/IISTR.ohds.001906

Abstract

This study conducts a comparative analysis of service quality between two competing minimarkets in Indonesia: Pindadmart (a state-owned enterprise affiliate) and Alfamart (a market leader). The objective is to identify performance gaps and formulate strategic improvement priorities. The research employs a dual-methodological approach utilizing the SERVQUAL model to measure the gap between customer expectations and perceptions across five service dimensions (Tangibles, Reliability, Responsiveness, Assurance, Empathy), and Importance-Performance Analysis (IPA) to map service attributes and identify areas requiring immediate managerial attention. Data were collected via questionnaires from 110 respondents, evenly distributed between the two retailers. The results reveal a significant service quality deficit at Pindadmart, which exhibits a larger negative gap score (-1.20) compared to Alfamart (-0.77). The most critical gap for Pindadmart lies within the Empathy dimension, specifically concerning employee attentiveness to customer needs (Gap = -1.67). The IPA matrix positions attributes such as adequate parking (P3) and employee trustworthiness (P16) in the high-priority quadrant for Pindadmart. This study conceptually and empirically links perceived empathy failures to underlying operational deficiencies, specifically product stockouts, arguing that customers interpret inventory unavailability as a lack of organizational care. Recommendations focus on synergizing operational improvements in inventory management with enhancements in physical facilities and employee training to bolster customer satisfaction and fulfill the cooperative’s role in mentoring local MSMEs.
Effect of Recruitment and Selection Practices on Employee Performance: An Empirical Study of East Wollega Zone Finance Office, Oromia, Ethiopia Chali, Gudata Abara; Gamtessa, Lalisa Kenea
Journal of Organizational and Human Resource Development Strategies Vol. 3 No. 01 (2026): Article in Press - Journal of Organizational and Human Resource Development St
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/IISTR.ohds.002029

Abstract

This study investigates the influence of recruitment and selection practices on employee performance within the East Wollega Zone Finance Office. In the modern public sector landscape, the acquisition of skilled human capital is recognized as a primary source of competitive advantage. Utilizing a mixed-methods approach with an explanatory research design, the study conducted a census survey of 63 permanent employees, yielding a 95.2% response rate. Data were analyzed using SPSS version 23 through descriptive statistics, Pearson correlation, and multiple linear regression. The empirical results reveal a strong positive correlation (r=0.564, p<0.01) between recruitment practices and performance. Regression analysis showed that the model explains 62.1% of the variance in employee performance (R2=0.621). Notably, the "Examination of HR Policies" emerged as the most significant predictor (B=0.438, p<0.001). Qualitative insights further indicated that while formal policies exist, there are gaps in transparency and feedback mechanisms. The study recommends that the zonal administration prioritize the modernization of recruitment criteria and institutionalize a merit-based selection framework to enhance public service delivery.
Linking Authoritative and Micromanaging Leadership to Retention: Does Employee Engagement Bridge the Gap? Ngan, Wei Yee; Vasudevan, Hemaloshinee
Journal of Organizational and Human Resource Development Strategies Vol. 3 No. 01 (2026): Article in Press - Journal of Organizational and Human Resource Development St
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/IISTR.ohds.002057

Abstract

In a business organization, diverse individuals with specific roles are crucial for operations and growth, and MSMEs are predominant in the Malaysian economy. There is a significant gap in empirical research regarding the combined effects of authoritative and micromanaging leadership on employee engagement and retention in business organizations. While individual studies exist on each leadership style, their joint impact in dynamic organizational contexts is still not well understood. The study aims to analyze the effects of authoritative and micromanaging leadership styles on employee engagement and retention in small and medium enterprises (SMEs) in Malaysia, where SMEs represent a significant portion of businesses. This study employed an online survey with a structured questionnaire, resulting in a purposeful sample of 121 participants. This survey gathers information from ten SMEs across various sectors, including sales and marketing, information technology, investment, investment holdings, travel, entertainment, and social enterprise. There are seven hypotheses in this study. Four hypotheses are accepted, while three are rejected. These findings indicate that in the sampled SMEs, authoritative leadership behaviors alone do not sufficiently increase employees' emotional involvement or long-term commitment. Organizations should reduce micro-management and adopt leadership practices that foster trust, autonomy, and open communication. Management needs to focus on engagement-oriented leadership development, encourage delegation, and establish supportive work environments to enhance employee engagement, which is crucial for long-term retention and organizational stability.

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