Annals of Human Resource Management Research (AHRMR) is an international, peer-reviewed, and scholarly journal which publishes high-quality research to answer important and interesting questions, develop or test theory, replicate prior studies, explore interesting phenomena, review and synthesize existing research and provide new perspective aimed at stimulating future theory development and empirical research across the human resource management discipline.
Published
2025-06-16
Articles
The role of kyai leadership in preventing child marriage tradition to strengthen human resources in Madura
Purpose: Elaborating the leadership role of the kyai. Finding solutions to prevent the tradition of child marriage as an effort to strengthen human resources in Madura through an approach based on government policies and traditional practices in the community.
Methodology: Using a descriptive qualitative approach, in-depth interviews with informants and key informants. Using an interview guide. Primary data was collected through in-depth interviews. Data were enriched with observation and review of relevant literature.
Results: 1) Public policies are implemented in a structured, systematic and massive manner. 2) The implementation of the policy encountered several obstacles and obstacles related to the tradition of child marriage which is rooted because it is carried out for generations, 3) The role of kyai has the power to help overcome child marriage strategically and systematically, as an effort to help strengthen human resources in Madura. Kyai is very open, willing and easy to accept new knowledge related to the physical and psychological health impacts of child marriage.
Conclusions: Kyai is a role model-teacher figure for Madurese people who should be obeyed and followed. The role of kyai leadership is a potential that can answer problems in Madura as an effort to strengthen human resources by not marrying off their children at an early age. Although the tradition of child marriage in Madura is very rooted.
Limitations: This research is limited to providing awareness, solutions and proposals for strategic steps that must be taken for structural clerics, cultural clerics, communities and policy makers. Further research is needed regarding the application and evaluation of the implementation of the NU/MUI fatwa in preventing child marriage.
Contribution: Contributing to the scientific field for scientists, policy makers, religious leaders and the community: realizing the leadership role of kyai, providing solutions to prevent child marriage. Kyai's fatwa can save the fate of the nation's children, provide access to higher education. This research is the basis for making policies and the next strategic steps.
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SintaAnalysis of leadership, capabilities, and organizational culture on employee performance through motivation
Purpose: This study examines the influence of leadership, capability, and organizational culture on employee performance through motivation in the Market XXX.
Research Methodology: The method used in this study was descriptive quantitative. The study population consisted of 1,284 employees with a sample of 270 respondents. Primary and secondary data were used in this study. SmartPLS was used as an analytical tool in this study. The tests conducted in this study included the Validity Test, Reliability Test, Inner Model Test, Outer Model Test, and Hypothesis Test.
Results: The method used in this study was descriptive and quantitative. The study population consisted of 1,284 employees with a sample of 270 respondents. Primary and secondary data were used in this study. SmartPLS was used as an analytical tool in this study. The tests conducted in this study included the Validity Test, Reliability Test, Inner Model Test, Outer Model Test, and Hypothesis Test.
Conclusion: Based on the problem formulation, hypothesis, results, and discussion, it can be concluded that in the XXX market: leadership, capability, and organizational culture each have a positive and significant effect on both motivation and employee performance, either directly or indirectly through motivation
Limitations: This study was limited to discussing employee motivation and performance. Generalizations from these findings may be limited by their focus on the XXX market. In addition, although this study used questionnaires/surveys created by the researchers to ensure their relevance, the data used may be subject to bias, such as social desirability or limited disclosure of unfavorable opinions.
Contribution: This study contributes to the understanding of the factors that influence employee motivation and performance, such as leadership, capabilities, and organizational culture.
Novelty: This study adds new insights into other factors that influence employee motivation and performance, particularly in the XXX market. Thus, it can be used as a reference in future literature.
Pages: 209-230
40 views | 17 downloads
Transformational leadership and empowerment as driving factors for employee performance in Star-Rated Hotels in Central Java
Purpose: The aim of this study is to examine how transformational leadership and employee empowerment can improve employee performance in four-star hotels in Central Java.
Research Methodology: The research was conducted in four-star hotels in Central Java, involving a survey of 185 hotel employees selected through proportional random sampling. The data was analyzed using Partial Least Square (PLS) to explore the causal relationships between the study variables.
Results: The study found that transformational leadership has a strong positive effect on employee empowerment. Additionally, employee empowerment positively influences employee performance. Transformational leadership also directly impacts employee performance in a positive manner. Furthermore, employee empowerment acts as a mediator between transformational leadership and employee performance, with a significant indirect effect. The proposed model exhibited strong predictive ability for both employee empowerment and employee performance. Overall, the relationships examined in the study were consistently positive and significant.
Conclusion: The research concludes that both transformational leadership and employee empowerment are crucial for enhancing employee performance in the hotel industry. The interaction between these factors significantly contributes to better performance outcomes
Limitations: A limitation of the study is that it focuses solely on four-star hotels in Central Java, which may not be generalizable to other types of hotels or regions.
Contribution: This study contributes to the fields of management and hospitality by providing insights into how leadership styles and employee empowerment can work together to boost employee performance. It is valuable for hotel managers, HR professionals, and researchers interested in improving workplace dynamics and performance in the hospitality industry.
From inclusion to engagement: the psychological safety role in mediating inclusive leadership and diversity initiatives in the Indonesian workplace
Purpose: This study explores how inclusive leadership and Diversity, Equity, and Inclusion (DEI) initiatives influence employee engagement and how psychological safety acts as a mediating factor.
Methodology/approach: This study used quantitative research methodology. Data were analyzed using SmartPLS 4.0 from a sample of 151 participants who participated in this study between August and October 2024 from private, government, and service organizations in Indonesia. The questionnaire used Likert scales to collect quantitative data on the constructs of interest, including inclusive leadership, DEI initiatives, psychological safety, and work engagement
Results/findings: The findings reveal that inclusive leadership and well-implemented DEI initiatives significantly enhance employee engagement, largely through the sense of psychological safety they foster. Employees who feel psychologically safe and confident in contributing ideas or expressing concerns without fear maintain higer levels of engagement in their work.
Conclusions: The findings of this study provide actionable insights for practitioners and policymakers, suggesting that fostering psychological safety through inclusive leadership and DEI initiatives can be a strategic approach to improving employee engagement.
Limitations: the study is limited by its reliance on self-reported data, a cross-sectional research design, and a focus on primarily service-related sectors in Indonesia, which restrict its generalizability. Future research should address these limitations by adopting longitudinal designs and exploring diverse industries and cultural settings to validate and extend these findings.
Contribution: This study provides a substantial addition to the extant literature on leadership, diversity and inclusion (DEI), and psychological safety by highlighting the intricate interactions between these concepts and their influence on employee motivation and performance. Companies are encouraged to implement inclusive leadership practices and DEI programs to nurture an organizational culture where employees feel confident in expressing their authentic opinions without fear of negative consequences.
Pages: 243-260
11 views | 10 downloads
Public accountant performance: The mediation role of organizational commitment
Purpose: This study aims to examine and analyze the direct influence of spiritual motivation, integrity, competence, organizational culture, locus of control, and organizational commitment on the performance of accountants at the Riau Islands Province Public Accounting Firm, and then indirectly test and analyze the influence of spiritual motivation, integrity, competency, organizational culture, and locus of control on accountant performance through organizational commitment.
Research Methodology: The population in this study was 102 accountants using the census method, and the entire population was used as a sample. Quantitative data were collected using a questionnaire, and qualitative data were obtained by direct interviews with accountants.
Results: From the research results it was found that of the six variables, the one that had the highest influence on performance was organizational commitment (t-value 6.321) and the lowest was spiritual motivation (t-value 2.507). Furthermore, spiritual motivation has the highest influence (t-value 21.893), and integrity has the lowest (t-value 3.467) on organizational commitment. Next, the position of organizational commitment plays the largest role in improving accountant performance and the smallest role is the spiritual motivation variable; the rest is influenced by other variables that were not examined in this study.
Conclusions: The influence of dependent variables on independent variables is strong, as is the influence of dependent variables on intervening variables. In this research, all variables have a strong influence on the dependent and intervening variables.
Limitations: The dependent variables of this study have not fully provided a definite role for organizational commitment on accountant performance; therefore, it is necessary to add other variables to clarify it.
Contribution: This study serves as a reference for developing an individual behavior model regarding individual characteristics, individual mechanisms, and what individuals produce in public accounting organizations that continue to experience changes in information technology from time to time in the context of reform for progress based on performance as an outcome.
Pages: 261-276
11 views | 9 downloads
The Influence of self-efficacy, work discipline, and compensation on employee performance through work motivation in textile and garment companies in West Java
Purpose: The purpose of this study is to examine the influence of self-efficacy, work discipline, and compensation on employee performance through work motivation in textile and garment companies in West Java.
Methodology/approach: The method used in this study is descriptive quantitative. The population in this study is unknown, with a sample size of 370 respondents. The data used in this study are primary and secondary. The analytical tools used in this study include SmartPLS. The tests conducted in this study include Validity Test, Reliability Test, Inner Model, Outer Model, and Hypothesis Testing.
Results/findings: The results of the study conducted on Textile and Garment Companies in West Java are as follows: 1) Self-efficacy has a positive and significant effect on motivation; 2) Work discipline has no effect and is not significant on motivation; 3) Compensation has no effect and is not significant on motivation; 4) Self-efficacy has a positive and significant effect on employee performance; 5) Work discipline has a positive and significant effect on employee performance; 6) Compensation has a positive and significant effect on employee performance; 7) Motivation has a positive and significant effect on employee performance; 8) Self-efficacy has a positive and significant effect on employee performance through motivation; 9) Work discipline does not have a positive and significant effect on employee performance through motivation; and 10) Compensation does not have a positive and significant effect on employee performance through motivation.
Conclusions: The study concludes that self-efficacy significantly enhances both work motivation and employee performance, with motivation acting as a mediating factor. Work discipline directly improves performance but does not significantly affect motivation. Compensation shows no significant effect on either motivation or performance. Work motivation itself has a strong positive impact on performance. Indirectly, only self-efficacy improves performance via motivation, while work discipline and compensation do not demonstrate such mediation..
Limitations: This study is limited to Employee Performance and Work Motivation.
Contribution: This study contributes to the understanding of factors that influence employee performance, focusing on factors such as self-efficacy, work discipline, compensation, and work motivation.
Pages: 277-294
10 views | 6 downloads
Effect of hybrid working on employee engagement
Purpose: During the COVID-19 pandemic, partial homeworking or hybrid working gained popularity among employees and employers across the world. Since then, many organisations continue to implement hybrid working as a high performing work practice (HPWP) to improve employee performance. This study explores the effects of hybrid working on employee work engagement on the scale of the level of energy, work involvement, concentration, and enthusiasm. This study also investigated the factors that influence employee engagement in hybrid work.
Research methodology: Using a cross-sectional study design with snowballing sampling technique, interview data of twenty nine IT employees were collected. Interview data were analysed thematically using NVivo software.
Results: The qualitative analysis of interview data reveals that despite some factors of homeworking that affect work engagement negatively, hybrid working has potentials to improve work engagement through increasing their work and family life balance and reducing commuting exhaustion.
Conclusions: Hybrid working can enhance employee engagement by reducing commuting stress and supporting better work-life balance, particularly in terms of energy and flexibility. However, challenges such as communication barriers and work-family conflicts especially among female employees may hinder its effectiveness. With adequate organizational support and clear structure, hybrid working can serve as a strategic approach to boosting employee engagement.
Limitations: Qualitative analysis of only twenty six sample of only one organization is not sufficient for generalizing. A quantitative analysis using data of broader sample may provide a result generalizable to other types of organizations or regions.
Contribution: This study contributes to the understanding of factors that influence employee work engagement by emphasizing the benefits of hybrid working to improve employee engagement, an important facilitator of higher performance.
Novelty: This research made a comparison between homeworking, onsite working and hybrid working, and explored the factors of different work arrangement that influence employee engagement, an area that has not received enough attention in the existing literature.
Pages: 295-307
7 views | 8 downloads
Financial performance: The impact of age and background of retired military officers on oil, gas, and coal companies
Purpose: This study aims to investigate the impact of the age and background of retired military officers in management roles on the financial performance of companies.
Methodology/Approach: The research was conducted across 22 companies operating in the Oil, Gas, and Coal sub-sector, selected based on specific criteria. The study utilized a quantitative approach, employing panel data regression analysis to assess the relationship between the independent variables (age and background of retired military officers) and the dependent variable (financial performance) over the period from 2021 to 2023.
Results: The results of this study found that management age has a significant positive effect on financial performance, and military background has a significant positive effect on financial performance.
Conclusions: The research concludes that the age and background of retired military officers play a critical role in shaping the financial performance of companies, particularly within the Oil, Gas, and Coal sectors. Understanding this relationship can provide valuable insights for organizations in selecting management personnel.
Limitations: A limitation of this study is its focus on a specific sector, which may restrict the generalizability of the findings to other industries or contexts.
Contribution: This study contributes to the fields of management and organizational behavior by highlighting the significance of leadership backgrounds in influencing financial performance. The insights gained can assist companies in making informed decisions regarding management recruitment and development strategies.
Sustainable HRM in the face of climate change: building organizational resilience through green human capital practices
Purpose: As climate change continues to pose unprecedented challenges to organizational sustainability, the role of Human Resource Management (HRM) is undergoing a critical transformation.
Methodology/approach: This study investigates the integration of sustainable HRM practices particularly green human capital development as a strategic response to environmental uncertainty. Employing a mixed-methods approach, this research combines a systematic literature review with a survey of HR professionals across sectors vulnerable to climate-related disruptions.
Results/findings: Findings reveal that organizations adopting green HRM frameworks such as environmentally aligned recruitment, green training, eco-driven performance management, and sustainability-based leadership development are more likely to exhibit adaptive capacities and long-term resilience.
Conclusions: Furthermore, the study identifies key enablers and barriers in embedding green human capital practices into existing HR systems.
Limitations: The results underscore the need for HRM to evolve beyond administrative functions and actively contribute to ecological stewardship and strategic resilience.
Contribution: This research contributes to the growing discourse on sustainable organizational practices by positioning HRM as a pivotal agent in aligning human capital strategies with climate action imperatives.
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