Human Resource Management Theory Research Articles

ANALISIS PERENCANAAN SDM DALAM MEMPERKUAT KULTUR ORGANISASI PADA KANTOR BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA GUNUNGSITOLI

The purpose of this research is to determine the human resource (HR) planning implemented at the Gunungsitoli City Personnel and Human Resources Development Agency (BKPSDM) Office to strengthen organizational culture and the extent to which this implementation influences employee performance and creates a work environment that supports employee growth and development. . This research uses qualitative research with observation and interview data collection methods. Data analysis techniques use data processing, data presentation, data reduction and drawing conclusions. The results of research on HR planning at the Gunungsitoli City BKPSDM Office do not only focus on aspects of performance evaluation and compensation, but also emphasize efforts to create a work environment that supports employee growth and development. This approach is in line with concepts in modern human resource management theory.

Examining Digital Talent Acquisition and Recruitment Strategies to Enhance Economic Sustainable Development Goals (SDGS) Of SME’S in China's Internet Industry

Objective: This paper aims to study the impact of digital recruitment tools on the economic and sustainable development goals (SDGs) of SMEs in China. Theoretical Framework: Based on human resource management theory, innovation diffusion theory and resource-based theory, experiments are designed to verify the proposed hypothesis. Method: We select Chinese Internet SMEs with similar backgrounds as experimental subjects, and collect key information through online questionnaires. Then, multiple linear regression equations are used for data analysis. Recruitment cost, recruitment cycle and new employee performance are set as dependent variables respectively, and the relationship between independent variables: whether an enterprise uses digital recruitment tools, and the number of digital recruitment tools used is explored. Results and Discussion: The results show that the three groups of regression models all show a significant correlation between the independent variable and the dependent variable. The use of digital recruitment software in recruitment will significantly reduce the recruitment cost and cycle, and the performance of new employees will be significantly improved, and the more digital recruitment software is used, the more obvious the effect will be. Originality\Value: This finding provides empirical support for small and medium-sized enterprises in China's Internet industry to use digital tools for human resource management and has important practical significance. The research suggests that businesses should use digital hiring tools for enhanced talent acquisition and a competitive edge boost.

The Influence of Organizational Culture Transformational Leadership Style on Employee Performance with Organizational Commitment as a Mediation Variable

<p><em>In the era of globalization and increasingly tight business competition, employee performance is the key to company success. A positive organizational culture and transformational leadership style can influence employee motivation, productivity and commitment, which in turn improves organizational performance. This research investigates the influence of organizational culture and transformational leadership style on employee performance with organizational commitment as a mediating variable. Quantitative research methods were carried out on 100 employees at PT. Pratama Abadi Industri JX. The results of path analysis show that organizational culture and transformational leadership style have a significant effect on employee performance, with organizational commitment as a mediator. This research contributes to the development of human resource management theory and practice by highlighting the importance of organizational culture and leadership style in improving employee performance.</em></p>

PENGARUH REWARD DAN PUNISHMENT TERHADAP KINERJA KARYAWAN PADA PT POS INDONESIA (PERSERO) KOTA PADANG

This study aims to determine the effect of reward on employee performance and the effect of punishment on employee performance of PT. Pos Indonesia (Persero) Padang City. With rewards and punishments, it can help the management of human resources that have the potential to improve their performance within the company. This research consists of the theory of human resource management, and the theory of reward, punishment, and employee performance, as well as previous research, frameworks, and hypotheses. This study uses causal associative with a quantitative approach. The population of this study was 133 employees and the sample in this study was 52 employees based on the non-probability sampling technique using the Purposive Sampling Method. Data were collected by using a questionnaire that had been tested for validity and reliability. The data analysis technique used multiple linear regression. Based on the results of the research that the author has researched, it can be concluded that the hypothesis testing for reward and punishment variables on employee performance, based on the F test it was found that H3 was accepted = there was a positive and significant influence between reward and punishment on employee performance. Reward and punishment affect employee performance, this is based on the R2 value of the variation of reward and punishment can be explained by independent variables that can be influenced by other factors not examined in this study. Suggestions from the author to the leadership of PT. Pos Indonesia (Persero) Padang City, to manage the rewards that have been given so far to be adjusted to the standard of work that has been completed by employees, so that employees feel more concerned about their welfare by the company.

Efforts to prevent oil spills in bunker supply activities at Pertamina Trans Kontinental Plaju Branch

This study aims to identify and understand the consequences of marine pollution caused by oil spills from the operation of ships used for maritime transport. Data collection methods include library research, documentation, and descriptive data from various sources. The study highlights the importance of effective pollution prevention strategies to minimize the negative impacts of oil spills on marine ecosystems and aquatic environments. The main issue addressed is the prevention of oil spills before they spread and cause extensive damage to ecosystems. The theoretical framework used is human resource management theory related to safety and marine pollution prevention. Data collection methods include observation, interviews, and literature review. Data analysis is conducted through triangulation and continuously until data saturation is achieved. The results indicate that regular training on oil spill handling for all workers is essential. Additionally, the mandatory use of personal protective equipment, such as safety shoes, helmets, and special life jackets, is crucial to prevent fatal consequences from work accidents.

How Leadership and Work Discipline Affect Employee Performance: Organizational Commitment as a Mediating

This study aims to strengthen the theories of several researchers and analyze the effect of leadership and work discipline on employee performance with organizational commitment as mediation. This research is explanatory research with a quantitative approach. The population and sample were 165 employees at PT G4S Indonesia Plant Sukorejo. The sampling technique is saturated sampling. The data analysis technique uses path analysis with partial least squares (PLS) through validity, reliability, and hypothesis testing. The results showed that there was no influence between leadership and employee performance. Work discipline affects employee performance. Organizational commitment affects employee performance. Organizational commitment is unable to mediate the relationship between leadership and employee performance. At the same time, organizational commitment can mediate the relationship between work discipline and employee performance. The research implications are expected to help in the development of human resource management theory by providing empirical evidence of how these variables interact with each other. Findings regarding the mediating role of organizational commitment can strengthen or modify existing theories regarding employee performance. The contribution of this research is that PT G4S Indonesia Plant Sukorejo can use the results of this study to develop more effective managerial strategies to improve employee performance through improving leadership and work discipline.

Pedagogical implications of pragmatic HRM research.

This chapter examines the interplay between human resource management theory and human resource management practice. It advocates that effective human resource management practice and theory are intrinsically intertwined, and this indispensable link ought to be central to the pedagogy of management research methods. Through greater embeddedness of the institutional and societal context in research method teaching, students can develop as scholars who understand their roles as facilitators of dialogue between researchers and a significant part of their audience (practitioners). The chapter conceptualizes this perspective as a collaborative model in human resource management research, which then must hold centrality in the teaching of research methods in our university and college classrooms.

THE Influence Of A Work Culture Of Berakhlak, Motivation, Organizational Support And Job Satisfaction On Employee Performance

This research aims to examine the influence of a work culture of BerAKHLAK, motivation, organizational support, and job satisfaction on employee performance at Bondowoso Regency. The population in this study was 181 employees and the sample was 125 employees selected using the purposive sampling method. The research method used is a survey method using a questionnaire as a data collection instrument. The collected data was analyzed using multiple linear regression techniques. The research results show that work culture of BerAKHLAK, motivation, organizational support, and job satisfaction have a significant influence on employee performance. work culture of BerAKHLAK and organizational support have a significant positive impact on employee performance, while motivation has a significant positive influence on employee performance. Job satisfaction also has a significant positive influence on employee performance. These findings show the importance of implementing a fair work system with BerAKHLAK to improve employee performance. It is also necessary to pay attention to strong organizational support to encourage better performance. This research contributes to the development of theory and practice of human resource management in the agricultural and food security sectors. The practical implication of this research is the importance of the Bondowoso Regency government through the Bondowoso Regency Environmental Service to encourage the implementation of a BerAKHLAK work culture, strengthen organizational support, and increase employee job satisfaction to improve their performance.

The Effect of Work-life Balance and Reward System on Turnover Intention with Employee Engagement as An Intervening Variable

This study aims to analyze the effect of Work-life balance and Reward System on Turnover Intention and analyze the mediating role of Employee Engagement. This research is quantitative. The type of data used is primary data obtained through the distribution of questionnaires. The respondents of this study were millennial and Gen Z employees who worked for digital startup companies in Malang totaling 125 people. The data was analyzed using descriptive analysis and PLS analysis with the help of the SmartPLS version 4 application. The results of the analysis showed that the effect of WLB, reward system, and employee engagement on turnover intention is significantly negative; and then the effect of WLB, reward system on employee engagement is significantly positive. Variable WLB and Variable reward systems have a positive and significant effect on turnover intention through employee engagement. The assumption that there is a relationship between the four variables in theoretical construction, illustrates a relationship that can explain and describe the practical application and implications for the novelty of human resource management theory in the digital and creative industries. The contribution of these findings may help management implement policies and programs that support a balanced work-life balance to improve employee well-being and productivity and decrease turnover intention.

The Influence of Leadership and Work Motivation on Employee Discipline at PT Bank XYZ in West Jakarta

This research examines the influence of leadership and work motivation on employee discipline at PT Bank XYZ in West Jakarta. Bank XYZ, as one of the leading financial institutions in Indonesia, is committed to employee development and maintaining a positive work culture. The lack of employee discipline can affect operational efficiency and customer service. Therefore, leadership and work motivation are considered crucial factors in influencing the level of employee discipline. This study utilizes data from 2020 to 2022 to analyze the relationship between these variables. The analysis results indicate that both leadership and work motivation have a positive and significant impact on employee discipline. The better the leadership and work motivation, the higher the level of employee discipline. The implication is the importance of the leader's role in setting a good example and providing motivation to employees to achieve optimal performance. This research contributes to the development of human resource management theory, particularly in the context of the banking industry. Additionally, the findings can serve as a guide for companies to improve employee performance through the optimization of leadership and work motivation.

The role of financial accountability control in improving financial performance

Purpose – This study aims to describe the effect of diversity of knowledge and financial capabilities on accountability for behavior control and improvement of financial performance.Design/methodology/approach – The population in this study were all branches of the Baitul Maal Wat Tamwil Sharia Savings and Loans Cooperative (KSPPS BMT) in Central Java. The sample used purposive sampling to obtain 146 respondents. Data were analyzed using the Structural Equation Modeling (SEM) analysis technique with the application of Analysis Moment of Structural (AMOS 24).Findings – The results of the study explain the increase in financial performance based on Behavioral Accounting Theory and Human Resource Management Theory. The behavior control accountability model shows that perceived interest and intention in self-confidence to control accountability behavior as indicated by behavioral intention, perceived behavioral control, process and financial accountability can affect financial performanceResearch limitations/implications – Where the factors of diversity of knowledge and financial capability in shaping accountability for behavior control and impact on financial performance will offer a deeper understanding of the supporting factors for accountability for behavior control and also have an impact on efforts to improve financial performance.Practical implications – A better understanding of the factors influencing improvement efforts should assist accountants in information processing, quality of judgments, accounting problems that arise with accounting users and preparers, and the use of information in accounting decision making.Originality/value – Using and explaining about improving financial performance based on Behavioral Accounting Theory and Human Resource Management Theory. The behavior control accountability model shows that perceived interest and intention in self-confidence to control accountability behavior as indicated by behavioral intention, perceived behavioral control, process and financial accountability can affect financial performance

Achieving sustainable development goals through common-good HRM: Context, approach and practice

This introduction to the special issue Achieving Sustainable Development Goals through Common-Good HRM: Context, approach and practice draws the links between the United Nations Sustainable Development Goals (SDGs), the concept of Common-Good HRM and the practice of human resource management (HRM) to extend intellectual and empirical insights into this important field. Particular attention is accorded to the collective social and environmental dimensions of SDGs and the place of HRM in contributing to the ‘common good’ within and beyond the workplace. Firms may create space and incentives for HRM to promote sustainability, or actively work to constrain meaningful action in this regard. This collection brings together a broad cross-section of articles dealing with the SDGs and HRM, identifying emerging common ground and contestation as a basis for future HRM theory building, empirical enquiry and practice.

Research on the Problems and Countermeasures of Teacher Turnover in Selected Private Higher Vocational Colleges in Sichuan, China

Private colleges and universities are an indispensable part of China's higher education, cultivating a large number of high-quality professionals for the society. After years of development, the scale and education level of China's private colleges and universities have been developed by leaps and bounds, but the problem of teacher turnover is still an important factor restricting the development. In the course of the operation of private colleges and universities, how to effectively solve the problem of teacher turnover is a problem worth thinking about. This paper takes the teachers of private higher vocational colleges selected in Sichuan, China as the research object, adopts the literature research method, the case analysis method, the investigation research method and the interview method to study the existing problems and the solutions. Based on the relevant knowledge of human resource management theory, this paper analyzes the characteristics of teacher turnover in selected private vocational colleges in Sichuan on the basis of first-hand data. On the premise of real data as support, the paper analyzes the serious impact of teacher turnover on the selected private higher vocational colleges in Sichuan, so as to clarify the urgency of studying the problem of teacher turnover; Through questionnaire survey and interview, to understand the real thoughts of teachers, so as to find the root cause of teacher turnover, and provide a basis for the formulation of strategies below; Based on all the analysis results, the paper puts forward countermeasures to solve the loss of teachers, including improving the social security system, improving the social recognition, creating a better development space for teachers, improving the teacher recruitment system, establishing a scientific salary system to stabilize the ranks of teachers, establishing a fair and scientific performance appraisal system, improving the quality of teacher training, establishing an effective incentive mechanism, and creating harmonious labor relations. Reduce the teacher expectation gap.

Enhancing Staff Recruitment Efficiency and Operational Performance within Nigeria’s Local Government Framework: A Case Study of Enugu State (1999-2021)

Recruitment have become a fundamental tool in achieving productivity in any organization. However, the quality of staff in an organisations is one of the factors that determine how the organization is going to be successful in terms of realizing its objectives of increased productivity, efficiency and effectiveness in terms of service delivery. This study examined staff recruitment and productivity in local government system in Enugu State 1999-2021. The study was guided by two research questions and two hypotheses, the objective of the study was to ascertain the relationship between staff recruitment and productivity in the local government system in Enugu State. The researcher adopted descriptive survey design. The researcher also utilized Human Resource Management Theory to extrapolate the study. The population for the study was 4,411,100 residents of Enugu State. Also, sample for the study was 450 respondents. Multi stage sampling techniques were adopted for the study. A self-structured questionnaire was used to collect data. Frequency and standard deviation was used for data analysis. The findings indicated that there is a relationship between staff recruitment and low productivity in local government system in Enugu State. The study concluded that, there is a dire need for a review of recruitment processes in the local government in Enugu State to enhance productivity. The study suggested that to enhance productivity within the local government system, priority should be given to hiring the most qualified candidates for the positions. Keywords: Staff Recruitment, Productivity, Local Government System and Nigeria

THE INFLUENCE OF PSYCHOLOGICAL CAPITAL AND JOB CHARACTERISTICS ON PERFORMANCE WITH ORGANIZATIONAL COMMITMENT AS MEDIATION (STUDY AT THE REGIONAL SECRETARIAT OFFICE OF SALATIGA CITY)

This research aims to investigate the influence of psychological capital and job characteristics on employee performance, with organizational commitment as a moderating variable at the Salatiga City Regional Secretariat. Organizations, especially the Regional Secretariat, have an important role in achieving regional government goals. Appropriate job design and strong psychological capital can improve employee performance, while organizational commitment is expected to moderate the relationship between psychological capital variables, job characteristics, and performance. The research results show that psychological capital, consisting of self-efficacy, optimism, hope and resilience, has a significant positive effect on employee performance. Job characteristics, including skill variety, task identity, task significance, autonomy, and job feedback, also make a positive contribution to employee performance. Organizational commitment acts as a moderating factor that strengthens the relationship between psychological capital, job characteristics, and performance. This research contributes to the understanding of the factors that influence employee performance in local government environments. Practical implications involve recommendations for increasing psychological capital, job redesign, and strengthening organizational commitment as human resource management strategies. It is hoped that these findings can become a basis for developing human resource management theory in the local government context. KEYWORDS: Psychological Capital, Job Characteristics, Organizational Commitment, Employee Performance, Local Government.

The devolution of human resource management responsibilities to line managers: a multi-level analysis of contextual influences

Patterns of devolution of human resource management responsibilities to line managers vary significantly, giving rise to the important question of what accounts for such variability in the assignment of these responsibilities. Building on theoretical insights from both contextual strategic human resource management and structural contingency theory, we conceptualise the combined role of both proximal and distal factors in the form of institutional, competitive, and heritage-based mechanisms in accounting for variations in devolution. Then, employing data from 5918 organisations across 35 countries, we test our ideas using multi-level modelling. We find that competitive and heritage mechanisms, as more proximal influences, offer explanatory power, while the more distal institutional factors included in our analysis do not reach significance. Our work underscores the importance of theorizing the role of multiple, co-occurring proximal and distal multi-level influences when seeking to unearth commonalities and differences in the uptake of devolution in different contexts. This study also complements the predominant managerialist view on the assignment of human resource management responsibilities to line managers commonplace in the literature.

Assessing the Complex Interplay of China’s Fertility Policy Adjustments and Female Employment Dynamics: An In-depth Analysis of the Digitalized HRM Landscape in the Age of AI and Big Data

The fertility policy adjustments are occurring against a backdrop of rapid technological advancement, characterized by the integration of big data analytics and artificial intelligence (AI) into human resource management (HRM) practices. In the banking sector, as in many other industries, the adoption of these technologies has become increasingly pervasive. This study explores the intricate relationship between fertility policy adjustments, the integration of big data and AI in HRM practices, and employee satisfaction within China's banking sector. In response to evolving demographic and technological landscapes, the research aims to uncover how fertility policy adjustments influence female employment dynamics, the adoption of big data and AI in HRM, and ultimately, employee satisfaction. Utilizing a quantitative research design, structured surveys were administered to female bank employees. The resulting data were rigorously analyzed using the Statistical Package for the Social Sciences (SPSS). The study underscores the practical significance of optimizing HR technologies, particularly big data analytics and AI, for enhancing both HR functions and employee satisfaction. It also emphasizes the importance of data-driven HR practices and predictive employee retention strategies as crucial tools in creating responsive and supportive work environments. Additionally, this research contributes to HRM theory by recognizing the pivotal role that technology integration plays in shaping modern HR strategies and organizational success. While acknowledging its limitations, this study lays the foundation for future research, including studies that are longitudinal, comparative, and qualitative studies, to offer a more comprehensive understanding of the complex dynamics in the contemporary workplace.

Pengaruh Upah dan Insentif Terhadap Kinerja Karyawan pada Kantor PT. PP London Sumatera Indonesia TBK

The background underlying this research is the performance of employees at the PT Office. PP London Sumatra Indonesia Tbk which must always be maintained in order to always be in the best position, that variable wages and incentives are accompanying factors in improving employee performance. The theory used in this writing is human resource management theory with a greater focus on wage and incentive factors and employee performance which are the variables in this research. The method used in this research is a survey approach, the type of research is quantitative descriptive and the nature of the research is explanatory. Data collection methods are questionnaires, interviews and documentation studies. The population is all employees at the PT Office. PP London Sumatra Indonesia Tbk had 586 employees in 2013 and the sample size of the entire population was determined to be 85 employees. The research results show that simultaneously there is a very significant influence between wages and incentives on employee performance at the PT Office. PP London Sumatra Indonesia Tbk and partially shows that there is a significant influence between wages and incentives on employee performance at the PT Office. PP London Sumatra Indonesia Tbk and partially the most dominant influence on employee performance is wages. The conclusion of the research results, simultaneously and partially, wages and incentives have a significant effect on employee performance at the PT Office. PP London Sumatra Indonesia Tbk. To further improve employee performance, the leadership of the PT. PP London Sumatra Indonesia Tbk needs to further increase wages and incentives for its employees to improve employee performance.

ОЦЕНКА РАЗВИТОСТИ УПРАВЛЕНЧЕСКИХ КОМПЕТЕНЦИИ СТУДЕНТОВ ТЕХНИЧЕСКОГО ВУЗА

The article considers the concept of such a term as “managerial competencies”. The structure of managerial competencies was revealed and each element was studied in detail. Human Resource Management Theory and Emotional Intelligence Theory were the theoretical prerequisites of the practical research. The results were obtained by the method of sociological survey: questionnaires among students of technical university. Weaknesses in the development of individual components-elements of students’ managerial competencies were revealed. The conclusion presents practical recommendations for improving individual elements of managerial competencies, which are least developed in the students-experts. The study confirms that both professional competences and soft-skills are important for a modern graduate and student of a technical university, among which managerial competences occupy a significant place.

A systematic review of human resource management practices in small and medium-sized enterprises

The escalating significance of human resource management (HRM) in small and medium-sized enterprises (SMEs) is underscored through a systematic review and bibliometric analysis of 144 documents from the Scopus database. This paper delineates the evolution of HRM practices within SMEs, identifying four core themes that are increasingly prevalent in scholarly publications. The study leverages content analysis, bibliometrics, and network analysis to map the intellectual structure of the field, providing a comprehensive overview of current trends and future directions. It highlights the necessity of integrating HRM practices as strategic organizational assets and emphasizes their role in enhancing efficiency across global SME networks (Davies, 2017). The growing body of literature suggests a shift towards recognizing the strategic importance of HRM in SMEs, with potential implications for enhancing organizational effectiveness in contemporary and future business environments. This research contributes to the theoretical discourse by testing various HRM theories in the SME context, offering a foundational perspective for understanding HRM challenges and practices in SMEs worldwide.