Annals of Human Resource Management Research

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.

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
2025-09-01

Articles

Digitalization, organizational change, and human resource management at the Immigration Polytechnic

Purpose: This study aims to examine how digitalization influences and is influenced by organizational structures and human resource management in the Indonesian education industry. Research Methodology: This study employs a qualitative approach using semi-structured interviews and focused group discussions to explore how digital technology is implemented in human resource management within the Indonesian education sector. Participants include education leaders, HR officials, policymakers, and edutech developers, selected through purposive and snowball sampling methods to ensure relevant and in-depth insights. Data were collected through individual interviews and thematic workshops, allowing researchers to capture both personal experiences and group dynamics related to digital transformation challenges and strategies. Results: The results show that the success of digital transformation in HR management in Indonesia's education sector depends on the balance between human, technological and organizational aspects. Key challenges include a lack of training, uneven infrastructure, and an organizational culture that is not adaptive to change. Therefore, a holistic strategy is needed that includes digital competency development, visionary leadership, and policies that support technological innovation and transparency. Conclusions: Digital transformation in HRM within Indonesia's education sector is hindered by gaps in human skills, technology access, and rigid organizational structures. Weak digital leadership and ethical concerns around AI further slow progress. A holistic approach developing digital competencies, promoting innovation, and ensuring transparent AI is essential for effective and sustainable transformation. Limitations: The study’s qualitative scope limits generalizability. It also reflects a specific time frame and may include selection bias from purposive sampling. Contribution: This study offers insights into aligning HR and digital strategies using the HTO framework and promotes ethical, inclusive digital transformation in education.

The effect of work environment, compensation, career development, leadership, and workload on job satisfaction with work motivation as an intervening variable

Purpose: This study aimed to analyze the influence of work environment, compensation, career development, leadership, and workload (as independent variables) on employee job satisfaction (as the dependent variable) in the healthcare sector, particularly in hospitals. Additionally, this study aimed to test the significant influence of work motivation (as an intervening variable) on the relationship between these variables. Research Methodology: The research method used was a quantitative method with an explanatory research approach, utilizing Structural Equation Modeling (SEM) and SMART-PLS. Results: The results of this study indicate that all independent variables show a significant positive relationship with the dependent variable, except for the workload variable, which shows a significant negative relationship. The influence of the relationships between variables is expressed in terms of Effect Size. The variables most directly influencing Work Motivation are Compensation with an Effect Size of 0.787, and Career Advancement with an Effect Size of 0.769. Work Motivation, as an intervening variable, was also found to significantly influence the relationship between the independent variables (Work Environment, Compensation, Career Advancement, Leadership, Workload) and the dependent variable (Job Satisfaction). Conclusions: The study found that all independent variables significantly affected job satisfaction both directly and indirectly through work motivation, with compensation and career advancement having the strongest effects, while excessive workload negatively impacted motivation and satisfaction. Limitations: This study was limited to a single private hospital in Jakarta, which may affect the generalizability of the findings to other healthcare institutions or regions. Contribution: This study provides useful recommendations for hospital management to enhance employee motivation and job satisfaction.

Mapping the quality competitiveness of human resource management programs: A positioning analysis

Purpose: This study aims to assess the quality competitiveness of Human Resource Management (HRM) departments at four universities in the Soloraya region of Indonesia through a positioning strategy based on student perceptions of service quality. Research Methodology: Using a quantitative survey method, data were collected from 400 purposively selected students. Multidimensional Scaling (MDS) analysis was applied to ten dimensions of service quality, including trust, quality of education, academic integration, social integration, and various forms of commitment. Validity and reliability tests confirmed the suitability of the instrument, and the data were processed using SPSS software. Results: The analysis revealed three competitive quadrants: Sebelas Maret University in the relatively excellent quadrant, Muhammadiyah University of Surakarta and Batik Islamic University in the challenger quadrant, and Widya Dharma University in the economic cluster quadrant. The results demonstrate clear differentiation in the competitive positioning of HRM programs, influenced by both qualitative and quantitative service quality attributes. Conclusions: Findings highlight the importance of mapping perceptions to identify institutional strengths and weaknesses. Universities with lower positioning need to improve campus facilities, academic environments, and service quality to compete with leading institutions. Limitations: The research scope was limited to four universities in the Soloraya area, and the findings rely solely on student perceptions, which may limit generalizability across other regions or disciplines. Contribution: This study contributes to higher education competitiveness research by applying MDS to HRM programs, offering a novel model for positioning analysis. The results provide strategic insights for university administrators to develop targeted marketing, resource allocation, and quality improvement strategies.

The effect of entrepreneurship education on career readiness as a job creator with self-efficacy as a mediating variable

Purpose: This study aims to examine the influence of entrepreneurship education on students’ career readiness as job creators, with self-efficacy serving as a mediating variable. The research is driven by the growing emphasis on preparing vocational graduates not only to become job seekers but also to develop as future entrepreneurs. Methodology: The study was conducted at Batam Tourism Polytechnic and involved 142 active students who had completed entrepreneurship courses. A quantitative approach was applied using a questionnaire consisting of 18 items representing three key constructs. Data were analyzed using SmartPLS 4.0 with the SEM-PLS method to assess both the measurement and structural models. Results: The results indicate that entrepreneurship education has a significant impact on career readiness, both directly (? = 0.42, p < 0.001) and indirectly through self-efficacy (indirect ? = 0.19, p < 0.001). Self-efficacy plays a significant mediating role in the relationship between entrepreneurship education and career readiness. The R² value of 0.51 suggests that the model explains more than half of the variance in the career readiness variable, and the model fit is considered good (SRMR = 0.071). Conclusions: Entrepreneurship education meaningfully enhances students’ confidence and their perceived readiness to become entrepreneurs, especially when supported by high levels of self-efficacy. Limitations: This study focuses only on cognitive and psychological aspects of readiness and does not account for practical challenges such as access to capital or other external barriers. Contribution: This study contributes to the fields of vocational entrepreneurship education, human resource management, and career development by providing insights into how educational programs can nurture entrepreneurial potential and promote proactive career planning among future graduates.

The impact of compensation on job satisfaction: Work experience and education relationship

Purpose: To explore the effect of compensation on job satisfaction by mediating the relationship between work experience and education among manufacturing workers in Bekasi City's food and beverage industry. Methodology: A quantitative approach with non-probability sampling. Data from 180 participants were analyzed using Structural Equation Modeling – Partial Least Squares (SEM-PLS) through SmartPLS to assess variable relationships. Results: Work experience is positively associated with higher income and greater job satisfaction. Education likewise shows a significant positive relationship with salary and satisfaction. In addition, work-life balance enhances satisfaction. Furthermore, compensation operates as a mediating mechanism linking work experience and education to job satisfaction, indicating that gains from experience and education translate into satisfaction through pay. Conclusions: Compensation plays a pivotal mediating role in translating work experience and educational background into job satisfaction. Implementing competitive and equitable compensation strategies can effectively enhance job satisfaction among workers in the food and beverage manufacturing sector. Limitations: Non-probability sampling and focus on Bekasi City's food and beverage sector limit the generalizability of results. Contribution: Provides useful insights for HR managers and contributes to human resource management and organizational behavior literature on compensation and job satisfaction.

Exploring employee retention strategies in Indonesian startups: A qualitative study of human resource management practices

Purpose: Startups in Indonesia have experienced rapid growth over the past decade but face significant challenges in retaining talent due to organizational dynamics and evolving employee expectations. This study explores employee retention strategies implemented by Indonesian startups by examining current human resource management practices. Methodology: A qualitative approach was employed, using semi-structured interviews with HR leaders and decision-makers from ten high-growth startups in Jakarta, Bandung, and Surabaya. Results: The study identified key retention strategies including meaning-driven work culture, flexible work arrangements, equity-based compensation, and individualized career pathways. Startups that aligned HR initiatives with intrinsic motivation and employee well-being reported higher retention rates. Founder-led engagement, agile feedback loops, and cross-functional mobility were also notable as innovative HR practices in the startup context. Conclusions: Retention in Indonesian startups is significantly enhanced through HR strategies that prioritize intrinsic motivators and employee well-being, particularly in competitive talent environments. Limitations: The study’s qualitative nature and geographic focus on three cities may limit broader generalization across Indonesia's diverse startup ecosystem. Contribution: This study offers practical insights into effective HR strategies for talent retention in emerging market startups, emphasizing founder involvement and adaptive HR innovations.

Physical and social environment as predictors of job satisfaction for seafarers: An empirical study of the shipping industry in Indonesia

Purpose: This study investigates the impact of physical and social work environments on job satisfaction among seafarers in Indonesian shipping companies, addressing a critical gap in maritime human resource literature. Given the long periods of isolation and high-stress conditions faced by seafarers, understanding workplace dynamics is essential for improving crew retention and operational efficiency. Methodology: A quantitative explanatory survey was conducted with 350 seafarers across different ranks in deck and engine departments of Indonesian-flagged vessels. Stratified random sampling considered variations in work experience, vessel type, and operational route. Data were analyzed using descriptive and inferential statistics with SPSS 26, enabling examination of multiple relationships while controlling for confounding variables. Results: Findings show that both physical (working conditions, safety equipment, living quarters) and social environments (team cohesion, supervisor support, communication) positively influence job satisfaction. Social factors exerted 42% greater influence than physical conditions. Additionally, seafarers with over five years of experience reported 28% higher satisfaction. Open-ended responses underscored the importance of fair conflict resolution and recognition systems. Conclusions: While adequate physical conditions remain essential, investments in the social environment particularly leadership training and communication systems produce stronger effects on satisfaction, challenging industry practices that emphasize physical over social improvements. Limitations: Results are limited to Indonesian seafarers and specific shipping segments, suggesting the need for cross-national and longitudinal studies. Contribution: The study offers evidence-based insights for crew management and advances theoretical understanding of job satisfaction in isolated work environments, with a replicable methodological framework for other maritime contexts.

Organizational injustice and workplace deviance: The mediating role of employee jealousy in manufacturing and service sectors

Purpose: This study investigates the effect of organizational injustice including distributive, procedural, and interactional injustice on workplace deviance, with employee jealousy as a mediating variable. The research aims to compare these relationships across two industrial sectors: manufacturing and services in Indonesia. Methodology: A quantitative survey design was employed involving 421 full-time employees from medium to large-sized companies located in East Java, Central Java, and Jakarta. A structured questionnaire using validated scales was distributed using stratified random sampling to ensure balanced sectoral representation. The analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) via SmartPLS 4.0 software (SmartPLS GmbH, Germany), and data preparation was performed using IBM SPSS 26.0. Results: The findings indicate that all three types of injustice significantly increase employee jealousy. Furthermore, jealousy is a strong predictor of workplace deviance. Mediation analysis shows that jealousy significantly mediates the relationships between each dimension of injustice and workplace deviance, with interactional injustice having the strongest overall effect. Conclusions: This study concludes that employee jealousy is a key emotional pathway through which organizational injustice leads to deviant behavior. The results emphasize the importance of fair interpersonal treatment within organizations. Limitations: The study is limited by its cross-sectional design and reliance on self-reported data, which may introduce bias. Contribution: To organizational behavior literature and offers practical insights for human resource management, particularly in emerging economies.

Purchase intention on Bukalapak: Role of risk, convenience, and benefits

Purpose: This study aims to examine how perceived risk, perceived convenience, and perceived benefits influence users’ purchase intention on Bukalapak, one of Indonesia’s leading e-commerce platforms. Methodology: The study was conducted using a quantitative method with a survey distributed to 100 active Bukalapak users across various cities in Indonesia. Data were collected using a structured questionnaire and analyzed using SmartPLS 4.0 software to test the relationships between the constructs based on the extended Technology Acceptance Model (TAM). Results: The results show that perceived convenience and perceived benefits have a significant positive impact on purchase intention, while perceived risk has a significant negative impact. This indicates that users are more likely to make purchases on Bukalapak when they perceive the platform as easy to use and beneficial, and less likely when they feel uncertain or insecure. Conclusions: The study concludes that increasing convenience and delivering tangible benefits can strengthen purchase intention, while managing and reducing user risk perceptions is crucial to improving user confidence. Limitations: The study is limited to Bukalapak users and uses a relatively small sample size (n = 100), which may not fully represent the broader population of e-commerce users in Indonesia. Contribution: This study contributes to the understanding of consumer behavior in Indonesian e-commerce by validating the extended TAM in the context of Bukalapak. It provides insights for e-commerce managers, marketers, and platform developers to design better strategies that enhance user trust and buying interest.

Nexus between despotic leadership style and employee’s well-being: A case of a Telecommunication Company in Ghana

Purpose: This study examined the influence of despotic leadership style on the various dimensions of employee well-being (psychological, physical, interpersonal, environmental, and total well-being) in an XT Telecommunication Company in the Greater Accra Region of Ghana. Methodology/approach: Quantitative research approach was adopted for this study. The study employed the use of census sampling technique. The population for this study was the entire workforce of 150 employees of XT Telecommunication Company in Ghana. Data was collected through standardized structured questionnaire. Data received was analysed through structural equation modelling using Smart PLS 3.0 statistical program. Results/findings: The findings revealed that despotic leadership style positively influenced employees’ psychological and physical well-being. Additionally, findings reveal a positive association between despotic leadership and interpersonal, environmental, and overall well-being. Conclusion: These findings highlight the context-specific nature of leadership outcomes and challenge the universal assumption that despotic leadership is detrimental to employee welfare. Limitations: This includes the specificity to Ghanaian society, which may reduce the generalizability of findings across different cultural settings. Future research should explore cross-cultural comparisons and longitudinal impacts to deepen understanding of despotic leadership’s diverse effects on employee well-being. Contribution: The study contributes to leadership and organizational behavior literature by highlighting the nuanced role of cultural context in shaping leadership outcomes, thereby broadening theoretical and practical understandings of leadership effectiveness.

The influence of organizational culture and transformational leadership on employee performance PT. Epson in the digital era

Purpose: This study aims to analyze the influence of organizational culture and transformational leadership on employee performance in the digital era. Methodology: This study uses a quantitative method with a survey approach; data were collected through questionnaires from 150 respondents who are employees at PT. Epson. Data analysis was carried out using multiple linear regression to test the relationship between variables. Results: This study proves that organizational culture and transformational leadership have a positive and significant influence on employee performance, including in the context of the digital era. This is indicated by a calculated t-value greater than the t-table (1.96) and a P-value <0.050 for all hypotheses. Thus, all hypotheses proposed in this study are accepted. Conclusions: The conclusion of this study confirms that the implementation of a strong organizational culture and transformational leadership are key strategies to increase productivity in the digital era. This research was conducted in the context of increasingly massive digitalization, thus providing a new perspective on how organizational culture and leadership styles need to adapt to face technological changes and the need for more flexible and data-driven work. Limitations: This study uses a quantitative approach through distributing questionnaires, so it cannot capture in depth the perceptions, emotions and dynamics of social interactions within the organization. Contribution: Providing input to company leaders in developing a work culture that is adaptive to digital change. The company needs to strengthen an organizational culture that is adaptive, innovative, and open to technological change. Furthermore, implementing transformational policies is crucial to boost employee motivation, loyalty, and productivity.

Determination green human resource management: Analysis green training, green behavior, green leadership, and green organizational culture (study literature review)

Purpose: The purpose of this study is to develop hypotheses related to factors that influence green human resource management, especially in the campus environment/world of education. Methodology: The approach used in this literature review is descriptive qualitative. The data collection technique is to use literature studies or review previous relevant articles. The data used in this descriptive qualitative approach are derived from previous studies relevant to this research and sourced from academic online media such as Thomson Reuters Journals, Springer, Taylor & Francis, Scopus Emerald, Elsevier, Sage Q2-Q4, Web of Science, Sinta Journals, DOAJ, EBSCO, Google Scholar, and digital reference books. Results: The results of this literature review are as follows: 1) Green training influences green human resource management; 2) Green behavior influences green human resource management; 3) Green leadership influences green human resource management; and 4) Green organizational culture influences green human resource management. Conclusions: This study concludes that green training, green behavior, green leadership, and green organizational culture significantly influence Green Human Resource Management in higher education, fostering sustainable practices, enhancing HR quality, and strengthening universities’ commitment to green campus initiatives. Limitations: This study is limited to green HRM in the campus/educational setting. Contribution: This study contributes to the understanding of factors influencing green HRM, focusing on factors such as green training, green behavior, green leadership, and green organizational culture.

The effect of training and work experience on performance: The mediating role of competence at PT Chandra Asri Pacific

Purpose: This study investigates the direct and indirect effects of training and work experience on employee performance, with competence serving as a mediating variable in the Marine Division of PT Chandra Asri Pacific. Methodology: Using a quantitative approach, data were collected from all 66 employees through structured questionnaires and analyzed with Partial Least Squares–Structural Equation Modeling (PLS-SEM). Validity, reliability, and mediation tests ensured robust findings. Results: The results show that work experience and competence significantly influence employee performance directly, while training has no direct effect. However, training enhances competence, which fully mediates its impact on performance. Work experience also affects performance indirectly through competence, indicating partial mediation. The model demonstrates strong explanatory (R² = 0.616) and predictive (Q² > 0.34) power. Conclusions: Competence is the central mechanism translating training and experience into performance outcomes. Training is only effective when it strengthens competence, whereas work experience contributes both directly and indirectly. Limitations: The study’s scope is restricted to a single division with a male-dominated workforce, a cross-sectional design, and exclusive use of quantitative methods, limiting generalizability and contextual depth. Contribution: Theoretically, this research validates competence as a mediator in human capital development. Practically, it highlights the importance of aligning training with competence-building, leveraging experiential learning, and implementing structured HR strategies to strengthen performance in safety-critical industrie.

The effect of psychological empowerment, organizational justice, affective commitment, and self-efficacy on task performance: Research on probation officers in Indonesia

Purpose: This research aims to analyze the effects of psychological empowerment, organizational justice, affective commitment, and self-efficacy on task performance among probation officers in Indonesia. Additionally, this research examines the mediating roles of affective commitment and self-efficacy in the relationship between psychological empowerment and organizational justice, focusing on task performance. Methodology/approach: The approach used in this research is quantitative, employing a survey method. Data were collected through the distribution of online questionnaires that successfully captured 360 respondents, and after the data cleaning process, 328 valid data points were analyzed using Structural Equation Modeling (SEM) through the Lisrel application. Results/findings: The results showed that psychological empowerment, organizational justice, affective commitment, and self-efficacy have a significant and positive impact on task performance. Additionally, it was found that affective commitment and self-efficacy also serve as significant mediators in strengthening the influence of psychological empowerment and organizational justice on task performance. Conclusion: The conclusion of this research reveals that both individual psychological factors and perceptions of organizational justice play a crucial role in enhancing employee task performance. Limitations: The limitations of this research lie in its use of a cross-sectional design and the limited scope of one type of functional position, specifically probation officers. Contribution: This research makes a practical contribution to the Directorate General of Corrections and Correctional Centers by developing performance improvement strategies based on a human resource management approach that incorporates both individual and organizational factors.

Analysis of factors affecting employee turnover with career path as an intervening variable

Purpose: The purpose of this study is to develop hypotheses regarding factors that influence employee turnover, with a particular focus on the land transportation sector in Indonesia. The land transportation industry is characterized by high employee mobility and operational demands, making turnover a critical issue that directly affects service quality, safety, and organizational sustainability. Understanding the underlying factors is therefore essential for designing effective human resource policies and reducing workforce instability. Methodology: This research adopts a descriptive qualitative approach through a literature review. Descriptive qualitative studies aim to systematically synthesize and interpret findings from previous research without relying on statistical data analysis (Creswell & Poth, 2018). Comparative analysis was used to identify patterns and relationships across multiple studies. The data were collected from academic sources such as Thomson Reuters Journals, Springer, Taylor & Francis, Scopus Q2–Q4 Emerald, Elsevier, Sage, Web of Science, Sinta 2–5 Journals, DOAJ, EBSCO, Google Scholar, Copernicus, and digital reference books. Results: The review identifies ten key findings: work engagement, remuneration, and leadership directly affect both career path and turnover; career path itself strongly influences turnover; and work engagement and remuneration indirectly affect turnover through career path. Conclusions: Employee turnover depends on engagement, leadership, and career opportunities; strengthening these reduces turnover and enhances workforce stability in transportation. Limitations: Future research should include transportation data to strengthen findings. Contribution: This study enhances understanding of employee turnover by examining work engagement, remuneration, leadership, and career path.

Generation Z work-life preferences: Organizational, social, and arrangement effects

Purpose: This study aims to examine the influence of organizational and social environmental factors on Generation Z's work-life balance (WLB) preferences in Semarang City, with work arrangements as a moderating variable. Methodology: Using a quantitative explanatory design, data were collected from Generation Z employees in the creative, technology, and public service sectors through stratified purposive sampling. Moderated regression analysis (MRA) was employed to test the hypotheses. Results: The research results indicate that organizational factors exert a positive influence on Generation Z's work-life balance preferences. Furthermore, the social environment is also shown to have a positive effect on these preferences. Additionally, work arrangements significantly moderate the relationship between organizational factors and work-life balance preferences, as well as the relationship between the social environment and work-life balance preferences. Conclusion: The study highlights the critical role of work arrangements in shaping Generation Z’s WLB preferences. Organizations should develop adaptive HR policies and flexible work options to better align with their expectations. Limitations: The study is limited to Semarang City and specific sectors, which may affect generalizability. Self-reported data could also introduce bias. Contribution: This research extends WLB literature by integrating Social Exchange Theory and Boundary Theory while offering practical insights for organizations to enhance workforce strategies for Generation Z.

From capital to welfare: Exploring how good governance mediates the impact of intellectual and social capital in border communities

Purpose: This study aims to determine the role of effective governance as a mediating variable in the relationship between intellectual capital and social capital to improve community welfare in border villages, especially in Belu Regency, Indonesia. Methodology: This study uses a quantitative approach and Partial Least Squares (PLS) analysis method. Data from 155 families in border areas was collected with a survey from 28 border villages in Belu Regency that have distinctive socio-cultural characteristics. Results: Effective governance has been proven to mediate the relationship between intellectual capital and community welfare. Meanwhile, in the relationship between social capital and welfare, partial mediation was found. The distribution of well-managed village funds improves welfare, even with limited intellectual capital. Conclusions: Good governance encourages the compliance of village fund managers with the rules. Strong social capital and local customs-based also strengthen the impact of fund management on welfare. Limitations: The findings are contextual in certain villages in Belu, so they cannot be generalized. This research emphasizes the importance of strengthening governance and integrating traditional values in village resource management. Contribution: This research contributes to the literature by integrating intellectual capital, social capital, and governance into a single framework, highlighting how governance mediates development outcomes in marginalized border communities.

High-performance work systems and psychosocial safety climate influence work engagement through job satisfaction pathways

Purpose: This study aims to analyze the mechanisms through which high performance work systems and psychosocial safety climate affect employee work engagement with the consideration of job satisfaction as mediator in TIC sectors. Methodology: A sample of 334 employees working across several provinces in Indonesia was surveyed, and Partial Least Squares Structural Equation Modelling was applied to analyze the data using Smart-PLS. Results: The results confirmed both HPWS and PSC did not have a positive direct effect on work engagement. However, they had a positive indirect effect, respectively, on work engagement by increasing job satisfaction. Conclusions: Thus, confirming the role of full mediation of job satisfaction. This study provides the first evidence of the comprehensive integration of two independent variables of HPWSs and PSC with mediation job satisfaction in one model, which has never been done in any previous studies, to employee outcomes in the context of service sectors, and it contributes to the field with important theoretical contributions, as well as managerial recommendations. Limitations: This study is limited in the use of cross sectional, self report. Contribution: The contribution: there has never been a previous study that integrates these 4 variables in one whole theoretical model. Literacy contribution, for the TIC (testing inspection certification business services sector, especially in the HR department.

The impact of flexible work policies on 'shadow work' and gender equality advocacy among female academics

Purpose: Flexible work policies remote work, flexible schedules, and compressed workweeks are intended to improve work-life balance for female academics with added responsibilities. In Indonesia, despite alignment with labor laws, implementation remains inconsistent and overlooks gender bias and shadow work such as mentoring and administration. This study examines their impact on shadow work and gender equality advocacy, stressing institutional support. Methodology: This research employs a mixed-methods approach, integrating Structural Equation Modeling (SEM) Partial Least Squares (PLS) for quantitative analysis and thematic analysis using NVivo for qualitative insights. Data were collected through surveys from 450 female academics and in-depth interviews with 30 respondents from various universities. Results: Findings show that flexible work policies reduce shadow work but only strengthen gender equality advocacy when backed by strong institutional support. Policy intensity, not mere availability, drives advocacy, while weak structures leave female academics burdened with shadow work and limited advocacy roles. Conclusions: This study concludes that flexible work policies alone are insufficient to drive systemic change in gender equality within academia. Their effectiveness is highly dependent on institutional culture, leadership commitment, and policy integration into broader faculty development programs. Limitations: Stronger institutional support, policy refinement, and awareness campaigns are recommended to ensure that flexible work arrangements not only improve work-life balance but also empower female academics in advocacy and leadership roles. Contribution: Future research should explore the long-term effects of flexible work policies and the intersection of social, economic, and cultural factors in shaping gender equity in higher education.

Determinants of turnover intentional in Islamic Bank Institution

Purpose: The objective of this study is to investigate the impact of job uncertainty and job stress on turnover intentions, with a focus on employees of Islamic Banking Institutions. The aim is to provide insights into how to reduce turnover through Islamic organizational principles, as this aligns with the research theme. Methodology: A quantitative descriptive approach was used, involving 31 employees from various divisions in Islamic Banking Institutions. Data collection was conducted through questionnaires and documentation. Smart PLS (Partial Least Squares) was employed for structural equation modeling, and regression analysis was used for hypothesis testing. Results: The results indicate that job insecurity does not significantly influence turnover intention, while job stress has a substantial impact. Combined, these factors significantly affect turnover intention. Islamic economic principles, such as fairness and employee welfare, play a critical role in addressing these issues. Conclusions: Turnover intention in Islamic banks is more strongly driven by stress factors than by insecurity. Aligning HR practices with Islamic economic principles such as equitable treatment, workload balance, and employee well-being can reduce stress, increase loyalty, and enhance workforce stability. Limitations: The study is limited to one organization, restricting generalizability. Future research could include other Islamic banks or financial institutions for broader insights. Contribution: This research contributes theoretically by integrating Behavioral Accounting Theory with Islamic economic principles to explain turnover intention. Practically, it provides actionable insights for HR managers in Islamic banks to design stress-reduction policies and employee support systems that foster retention and align with Sharia-based organizational values.

From Green HRM to sustainability: A study of ground handling in java with employee performance as a key link

Purpose: This study aims to examine the direct and indirect relationship between Green HRM variables, as well as provide theoretical and practical contributions in the development of environmentally friendly HR management strategies in the ground handling company. Methodology/approach: Using a descriptive method with a purposive sampling technique. A total of 160 respondents from ground handling company were used as samples. Primary data is collected through questionnaires (g-form), and secondary data comes from various publication sources. The analysis used includes regression, correlation, percentage, and SEM. Results/findings: Green Recruitment, Green Training, and Green Performance Appraisal have a significant effect on Employee Performance through the mediation of Organizational Sustainability. Environmentally-oriented HR policies have been proven to improve organizational sustainability and employee performance. Conclusions: Green HRM practices have a direct and indirect effect on employee performance and organizational sustainability. The integration of eco-friendly principles in HR strategies is essential for long-term productivity and sustainability. Limitations: The study was limited to companies java province, the potential for questionnaire bias, the approach was only quantitative, and did not consider external factors such as organizational culture and leadership. Contribution: This research reinforces the importance of implementing GHRM in improving employee performance and organizational sustainability, as well as encouraging follow-up research with qualitative approaches and external factors.

How do user attitude and satisfaction mediate the effect of perceived usefulness on TikTok Shop continuance intention?

Purpose: This study investigates how perceived usefulness influences TikTok Shop users’ continuance intention, with attitude and satisfaction serving as mediating variables. It aims to clarify the psychological and technological mechanisms driving user retention, particularly among Indonesian Generation Z and MSMEs. Methodology/approach: A quantitative survey design was applied, involving 420 purposively selected TikTok Shop users in Yogyakarta and surrounding areas. Data were analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM) to evaluate both measurement and structural models. Validity and reliability tests, along with mediation analysis, were conducted to assess hypothesized relationships. Results: Findings show that perceived usefulness significantly enhances user attitude, satisfaction, and continuance intention. Attitude has a strong positive effect on continuance intention, whereas satisfaction, despite being positively related, is not a significant direct predictor. Mediation analysis indicates partial mediation through attitude and weaker mediation through satisfaction, underscoring the stronger role of cognitive evaluations over emotional responses in driving platform loyalty. Conclusions: The study concludes that user retention on TikTok Shop is primarily shaped by perceived usefulness and positive attitudes rather than satisfaction alone. Enhancing platform utility and fostering favorable user perceptions are critical for sustaining engagement. Limitations: The cross-sectional design, geographic focus on Yogyakarta, and reliance on purposive sampling limit generalizability. Contextual factors such as culture or platform features may also moderate the findings. Contribution: The research integrates UTAUT2 and Expectation-Confirmation Theory, advancing theoretical understanding of social commerce continuance intention. Practically, it offers actionable insights for developers and marketers to optimize features, enhance perceived usefulness, and build favorable attitudes to retain users.

The impact of transformational leadership on employee performance and organizational citizenship behavior

Purpose: This study investigates the influence of transformational leadership, organizational culture, and the implementation of paperless services on Organizational Citizenship Behavior (OCB) and employee performance within the Regional Financial and Asset Management Agency of East Java Province. Methodology: A quantitative approach was employed, involving 122 employees surveyed through a census sampling technique. Data were collected using Likert-scale questionnaires and validated with Pearson’s product-moment correlation, while reliability was tested with Cronbach’s Alpha. Structural Equation Modelling (SEM) using AMOS and SPSS 20.0 was applied to examine the relationships among variables. Results: The Findings indicate that transformational leadership, organizational culture, and paperless service implementation significantly and directly enhance OCB and employee performance. However, OCB does not act as a mediator between these factors and performance. The study confirms that strong leadership, a supportive culture, and digital transformation initiatives are critical to improving employee outcomes. Conclusions: The research highlights that employee performance can be optimized through leadership that inspires, organizational values that reinforce cooperation, and technology that streamlines services. OCB plays a direct role in strengthening performance but does not moderate the effects of the other variables. Limitations: This study was conducted within a single government agency, which may limit the generalizability of the findings. The exclusive focus on internal organizational variables may also overlook other external factors affecting employee performance. Contribution: This study contributes to developing human resource management literature in the public sector by examining how leadership style, organizational culture, and digital transformation initiatives such as paperless services impact employee performance and OCB.