Human Resource Management Studies
Human Resource Management Studies (HRMS) ISSN: 2798-4419 (online), 2798-4400 (print) is a scientific journal devoted to the publication of original papers published by Jurusan Manajemen Fakultas Ekonomi Universitas Negeri Padang in collaboration with Aliansi Program Studi Manajemen dan Bisnis Indonesia (APSMBI). It is a peer-reviewed and open access journal of management and business studies. HRMS accept manuscript in English and Bahasa Indonesia. The aim of this journal is to publish articles dedicated to the latest outstanding developments in the fields of management, business and entrepreneurship. This journal encompasses human resource management and organizational behavior.
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<![CDATA[The influence of ethical climate on workplace deviant behavior with workplace sprituality as a mediation ]]>
<![CDATA[Velia Oktavia]]>;
<![CDATA[Sulastri Sulastri]]>
<![CDATA[ Human Resource Management Studies Vol. 2 No. 2 (2022): Human Resource Management Studies ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/hrms.v2i2.88
<![CDATA[This research has purpose to analyzed: (1) influence of ethical climate on workplace deviant behaviors at the Tirta Alami Regional Water Company. (2) influence of ethical climate on workplace sprituality at the Tirta Alami Regional Water Company. (3) influence of workplace sprituality on workplace deviant behaviors at the Tirta Alami Regional Water Company. (4) influence of ethical climate on workplace deviant behaviors at the Tirta Alami Regional Water Company through workplace sprituality. This research is classified as a causal research. The population in this study were all employees of Tirta Alami Regional Water Company with a total of 105 people. The sample size is determined using the Slovin formula found as many as 83 respondents and sampling in this study using cluster propotional sampling. Collecting data using questionnaire with Likert scale. The analysis technique used is PLS-SEM analysis. This research found that: (1) ethical climate has a significant negative effect on workplace deviant behaviors on employees of the Tirta Alami Regional Water Company (2) ethical climate has a significant positive effect on workplace sprituality on employees of the TTirta Alami Regional Water Company (3) workplace sprituality does not affect workplace deviant behaviors on employees of the Tirta Alami Regional Water Company (4) workplace sprituality cannot mediate the influence of ethical climate relationships on workplace deviant behaviors on employees of the Tirta Alami Regional Water Company.]]>
<![CDATA[EMOTIONAL INTELLIGENCE, PERCEPTIONS OF ORGANIZATIONAL SUPPORT AND ORGANIZATIONAL CLIMATE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR ]]>
<![CDATA[Ressa Indah Sari]]>;
<![CDATA[okki trinanda]]>
<![CDATA[ Human Resource Management Studies Vol. 2 No. 2 (2022): Human Resource Management Studies ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/hrms.v2i2.96
<![CDATA[This research analyzes (1) the influence of Emotional Intelligence on Organizational Citizenship Behavior at PT. Bank Pembangunan Daerah Sumatera Barat Lubuk Alung Branch (2). The influence of Perceived Organizational Support on Organizational Citizenship Behavior at PT. Bank Pembangunan Daerah Sumatera Barat Lubuk Alung Branch (3). The influence of Organizational Climate on Organizational Citizenship Behavior at PT. Bank Pembangunan Daerah Sumatera Barat Lubuk Alung Branch . This research is a causal research. The population in this study were all employees of PT. Bank Pembangunan Daerah Sumatera Barat cabang Lubuk Alung with total 52 people. The sampling technique in this study is Total Sampling, where the number of samples is the entire population.. Collecting data using a questionnaire with a Likert scale. The analysis technique used is Multiple Linear Regression through SPSS Ver Software. 22.0 This study resulted in (1) positive and significant influence of emotional intelligence on Organizational Citizenship Behavior. (2) positive and significant influence of Perception of Organizational Support on Organizational Citizenship Behavior. (3) positive and significant influence of organizational climate on Organizational Citizenship Behavior]]>
<![CDATA[Role Conflict, Role Overload, and Work and Family Conflict: The Moderating Marital Status ]]>
<![CDATA[Azis Rahman Sulfan]]>;
<![CDATA[Syahrizal Syahrizal]]>
<![CDATA[ Human Resource Management Studies Vol. 2 No. 2 (2022): Human Resource Management Studies ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/hrms.v2i2.97
<![CDATA[This study aims to determine the effect of role conflict and role overload on work family conflicts with marital status as a moderating variable. This study uses five high schools in the city of Bukittinggi. The population in this study were high school teachers in the city of Bukittinggi. While the sample used amounted to 82 teachers. Data collection is done through distributing questionnaires and data processing is done through smart PLS3. The results of this study indicate that role conflict has a positive and significant effect on work and family conflict, role overload does not significantly affect work family conflict, marital status significantly moderates the relationship between role conflict and work and family conflict, marital status does not significantly moderate the relationship between role overload to work and family conflicts.]]>
<![CDATA[Work From Home on Employee Performance: Mediation Role by Work Life Balance ]]>
<![CDATA[Muhammad Hafiz]]>;
<![CDATA[Yuki Fitria]]>
<![CDATA[ Human Resource Management Studies Vol. 2 No. 2 (2022): Human Resource Management Studies ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/hrms.v2i2.137
<![CDATA[The purpose of this research is to (1) identify and analyze the effect of work from home on employee performance (2) determine and analyze the effect of work from home on work life balance (3) identify and analyze the effect of work life balance on employee performance (4) identify and analyze the effect of work from home on employee performance with work life balance as a mediating variable at Bank Mandiri KCP Payakumbuh. The population in this study were employees of Bank Mandiri KCP Payakumbuh totaling 33 employees. The sampling technique used total sampling where the number of samples was the same as the population of 33 people. This data collection uses a questionnaire with a Likert scale and the analytical technique used is the Structural Equation Model with the help of SmartPLS 3.0. The results of this study indicate that: (1) work from home has a positive and insignificant effect on employee performance at Bank Mandiri KCP Payakumbuh (2) work from home has a positive and significant effect on work life balance at Bank Mandiri KCP Payakumbuh (3) work life balance positive and significant effect on employee performance at Bank Mandiri KCP Payakumbuh (4) work from home has a positive and significant effect on employee performance with work life balance as a mediating variable at Bank Mandiri KCP Payakumbuh]]>
<![CDATA[Authentic Leadership on Employee Creativity: The mediating of Work Engagement ]]>
<![CDATA[Yuliana Yuliana]]>;
<![CDATA[Rini Sarianti]]>
<![CDATA[ Human Resource Management Studies Vol. 2 No. 2 (2022): Human Resource Management Studies ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/hrms.v2i2.164
<![CDATA[This study analyzes: (1) the effect of authentic leadership on employee creativity (2) The effect of authentic leadership on work engagement (3) The effect of work engagement on employee creativity (4) The effect of authentic leadership on employee creativity through work engagement. This research is a quantitative research. The population in this study were the employees of the Regional Secretariat of Aceh Singkil Regency, amounting to 97 people. The sampling technique used was Total Sampling. Data obtained through a questionnaire with a Likert scale. The analysis technique used is through the SmartPLS software.3. The results of data processing in this study indicate that: (1) Authentic leadership has a positive and significant impact on employee creativity in the employees of the Regional Secretariat of Aceh SingkilRegency (2) Authentic leadership has a positive and significant impact on work engagement in the employees of the Regional Secretariat of Aceh Singkil Regency (3) Work engagement has a positive and significant impact on employee creativity in the employees of the Regional Secretariat of Aceh Singkil Regency (4) Authentic leadership has a positive and significant impact on employee creativity through work engagement in the employees of the Regional Secretariat of Aceh Singkil Regency.]]>
<![CDATA[Intrinsic motivation on employee engagement with self-efficacy as mediating variables ]]>
<![CDATA[Cely Okta Wirsi]]>;
<![CDATA[Mega Asri Zona]]>
<![CDATA[ Human Resource Management Studies Vol. 2 No. 2 (2022): Human Resource Management Studies ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/hrms.v2i2.185
<![CDATA[The purpose of this study is to analyze : (1) the effect of intrinsic motivation on employee engagement (2) the effect of intrinsic motivation on self-efficacy (3) the effect of self-efficacy on employee engagement (4) the effect of intrinsic motivation on employee engagement through self-efficacy. This study uses a causal research design. This study used a population of 42 civil servants from the Department of Manpwer and Industry of Padang City. This study uses total sampling, which means that the total sample was the same as the total population of 42 people. Data were collected using a questionnaire with a Likert scale. This study uses data analysis techniques using SPSS 25 software. The results of data processing show that : (1) intrinsic motivation has a positive and significant effect on employee engagement at the Department of Manpwer and Industry of Padang City (2) intrinsic motivation has a positive and significant effect on self-efficacy at the Department of Manpwer and Industry of Padang City (3) self-efficacy has a positive and significant effect on employee engagement at the Department of Manpower and Industry of Padang (4) intrinsic motivation has a positive and significant effect on employee engagement through self-efficacy at the Department of Manpwer and Industry of Padang City.]]>
