Human Resource Management Practices in Agricultural Development; the Role of Leadership, Motivation and Work Engagement

Abstract

Development is the government's performance goal. Experts agree that agricultural development is the key to a nation's progress. At the same time, development must be supported by human resource capabilities. This research investigates human resource management practices in certain agricultural development activities. Two main objectives will be presented in this research. The first is an analysis to present new facts regarding HRM practices in the agricultural sector, including topics that are the focus of expert discussion on HRM variables such as leadership, motivation, and work engagement in reflecting performance. Second, presenting facts regarding management aspects of several variables discussed in management practice, namely the role of leadership, motivation, and work engagement on performance. This research uses a systematic review of 29 journals on HRM in agricultural development and 36 journals on the performance of non-agricultural organizations. There are several techniques used to get these numbers; (1) Journals are limited to topics that match the research topic with the search keyword "human resource management practices in the agricultural sector"; (2) To meet data quality, the journal prioritizes indexed and reputable publications (Scopus); and (3) Limiting the publication year to 2014-2024. Specifically search for journals related to HRM practices with the keywords "work engagement, leadership, and work motivation on performance". The results of the analysis then produce major themes which are then reconstructed into a road map for further research, as well as representing the scientific contribution (novelty) of the research. The results of the analysis show that human resource management practices in the agricultural sector are focused on ten topics that are widely discussed, namely: HR Management in General; Sustainable Agriculture; Empowerment and Welfare; Agro-industry; Department/Personnel; Digital Agriculture; Agribusiness; food security; Entrepreneurship; and Farm. The resulting theoretical implication is that HRM practices are starting to shift to practical development fields such as agriculture. HRM can answer several management problems in companies and the agricultural industry, such as leadership behavior and work engagement. To contribute to knowledge, the work involvement variable is a control variable in reflecting the relationship between leadership and performance; and performance motivation. For originality, the object of study can be a case in the agricultural sector. The practical implication is that the government and agricultural business actors must jointly look at problems at the worker level to increase productivity. Several behaviors hinder progress in the agricultural sector, such as low motivation and low levels of cooperation (which causes low work engagement). These things then need to be improved in the future so that organizations and companies become more productive.