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.
Articles
25 Documents
<![CDATA[Battle with Covid-19: the best recommendations for business professionals ]]>
<![CDATA[Dinusha Dissanayake]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i1.321
<![CDATA[Purpose: Workforce healthiness is presently considering the cutting-edge duty in any organization today. The motive of this effort is to provide the best recommendations for business professionals for the survival of their business. Research methodology: The study was inductive and qualitative which conducted a methodical critique of literature as desk research. Pieces of writing in 2019 and 2020 have been reviewed. The content analysis is used as the analysis technique. Results: The researcher recognized workforce protection, business continuity, financial crisis management, contingency planning, and review as five themes associated with the core recommendations for business professionals throughout the corona rampant. Limitations: the secondary data and content analysis may cause subjective limitations to the study. Contribution: Throughout the study, business professionals can review core practices that can adapt in the enterprise under the Coronavirus. Thus, they can use research findings for strategy formulation in the future. Keywords: Covid-19, Recommendations, Business professionals]]>
<![CDATA[Society participation in the village fund program for development in Kletek village, Central Malaka sub-district, Malaka regency ]]>
<![CDATA[Jimy Handry Nahak]]>;
<![CDATA[Petrus Kase]]>;
<![CDATA[Pius Bumi Kelen]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i1.323
<![CDATA[Purpose: The purpose of this research was to describe and analyse society participation in the Village Fund for Development Program in Kletek Village, Central Malaka District, Malaka Regency. Research Methodology: This research is qualitative in nature. The informants who were selected purposively were 21 people. Results: The findings in this study are that society does not participate because the village apparatus is less open in capturing society’s aspirations, and there is no publication to the society so that it appears that government officials tend to be closed off about the use of funds. Limitations: The limitation of this research is that the research only focuses on the Kletek Village society’s participation in the Village Fund Program. Contribution: This research becomes scientific information for public administration program. Keywords: Participation, Decision making, Implementation, Use, Evaluation]]>
<![CDATA[A contribution to the human capital investment debate vis-à-vis economic growth: the case for Nigeria ]]>
<![CDATA[Lasbrey ANOCHIWA]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i1.364
<![CDATA[Purpose: Human capital development is essentially vital in enhancing economic growth and Nigeria needs to grow. This study investigates the contribution of human capital to growth in Nigeria. Research methodology: We have disaggregated the article's variables into different models, for a better result. We employed the Autoregressive Distribution Lag (ARDL) framework to examine the relationship between the variables. E-views software was used as applied in Akbari, Chude and Chude (2013). Result: The result shows that there exists a long-run relationship between the human capital indices, education and health in Nigeria and economic growth. Though the coefficient is positive but has a statistically insignificant relationship with human capital development and economic growth. Limitation: The study was hindered by the availability of data. Contribution: It is satisfactory to know from the study that human capital is still relevant in explaining growth in Nigeria. Keywords: Human capital, Economic growth, Development]]>
<![CDATA[Factors affecting the turnover intention among employees in Penang manufacturing industry ]]>
<![CDATA[Tin Phang Ooi]]>;
<![CDATA[Kok Ban Teoh]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i1.379
<![CDATA[Purpose: The objective of the present study is to examine how work engagement, job demands and organizational commitment affect turnover intention among employees in Penang manufacturing industry. Research Methodology: Quantitative approach will be used in this study by distributing the online questionnaire to collect data from a sample of 75 employees drawn from manufacturing companies in Penang, Malaysia. Results: The present study found out that work engagement and job demands have no significant relationship with turnover intention. Besides, the present study indicates that organizational commitment is negatively related to turnover intention. Limitations: In this research, only 75 employees from Penang manufacturing industry had participated in the study. Since this small number of employees could not represent the entire Malaysia population, the future research should expand to involve a bigger sample of employees from Malaysia manufacturing industry to collect more reliable results. Contribution: The findings of this research provide benefits to the Federation of Malaysian Manufacturing (FFM) and manufacturing companies as they can understand the devastation effects of turnover and be equipped with strategies to decrease the turnover rate. Keywords: Employee, Job demands, Manufacturing industry, Organizational commitment, Turnover intention, Work engagement]]>
<![CDATA[Factors influencing the SME business success in Malaysia ]]>
<![CDATA[Chin Hui Lim]]>;
<![CDATA[Kok Ban Teoh]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i1.380
<![CDATA[Purpose: The research aimed to investigate the factors that influence SME business success in Malaysia. Research methodology: This study employed a quantitative research design and used a paper-based online questionnaire to collect data from 100 SME entrepreneurs in Malaysia. Smart PLS 3.2.8 was used to analyse the data collected in this study. Results: The study concluded that the factors of entrepreneurs’ personalities traits and effective marketing have no significant relationship with SME business success, while the strategic planning and management is significantly positive related to SME business success. Limitations: The present study had a small number of respondents to obtain more accurate results. Contribution: The results can be useful to optimise the local SME business performance by presenting the factor that is significantly and positively influencing business success. This study makes a new attempt to demonstrate the effect of strategic planning and management on SME business success in Malaysia. Besides, the research emphasises the importance of implementation of strategic planning and management in SME business to enhance the rate of business success. Keywords: Business success, Malaysia, SME]]>
<![CDATA[Reward strategies and job satisfaction in private companies: a case of Uganda Breweries-Luzira ]]>
<![CDATA[Boniface Okello Ochwo]]>;
<![CDATA[David Mwesigwa]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i1.406
<![CDATA[Purpose: This study aimed to determine the relationship between reward structures and employee job satisfaction at Uganda Breweries, Port Bell in Luzira. Research methodology: It was cross-sectional, quantitative though involving qualitative elements. The study involved 150 respondents sampled using purposive and convenience sampling strategies. Data was collected using a self-administered questionnaire and an interview guide. The findings reveal a significant positive relationship between financial rewards structures and employees' job satisfaction at Uganda Breweries. Results: The findings suggest a significant positive relationship between non-financial rewards structures and employees' job satisfaction at Uganda Breweries Port Bell at Luzira. The findings further advocate for enhanced attention linking promotions to job satisfaction of employees at Uganda Breweries. It is concluded that financial rewards, non-financial reward strategies and promotions had a highly positive significant relationship on employee job satisfaction at Uganda Breweries-Luzira. Limitation: This study was limited to Uganda Breweries at Port Bell, a private company and so its findings may not easily be generalised across organisations. Contribution: The results can be useful to private-sector managers. Keywords: Financial rewards, Non-financial reward, Job satisfaction, Decision-making, Income]]>
<![CDATA[Examining the quality of work life: empirical testing indicators in the public organisation ]]>
<![CDATA[Mohammad Reza Zahedy]]>;
<![CDATA[Seyyed Asghar Jafari]]>;
<![CDATA[Majid Ramezan]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 2 (2021): September ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i2.503
<![CDATA[Purpose: The present study aimed to identify employees’ quality of work life indicators in public organisations and provide necessary context to improve system accountability and employees’ needs in organisations. Research methodology: To identify quality of work life indicators, authors studied theoretical research basics entirely and by considering elites’ ideas, identified main indicators by a descriptive – survey technique. Result: Based on research findings, 15 constituents were identified as work life quality indicators. Research results indicate undesired quality of work life among employees at public organisations. Of identified constituents, Safe and healthy working conditions and organisational conflict are the most important and job satisfaction and Pay/benefits are the lowest important factors. Limitations: The results only extend the understanding of the role of quality of work life in organisational effectiveness and have implications for human resource managers that may not be applicable for other positions. Contribution: The study results help organisations identify the elements that affect the QWL and help them plan to increase organisational effectiveness by increasing employee satisfaction and motivation.]]>
<![CDATA[Efficacy of inspirational motivation on the performance of public health workers in mid-north of Uganda ]]>
<![CDATA[Emmanuel Komakech]]>;
<![CDATA[Gilbert Obici]]>;
<![CDATA[David Mwesigwa]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 2 (2021): September ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i2.509
<![CDATA[Purpose: This study sought to determine the efficacy of inspirational motivation on the performance of middle-level Public Health Workers (PHWs) in Lira District Local Government. Specifically, the study aimed to: determine the degree of inspirational motivation among ML-PHWs in Lira District; determine the level of performance among ML-PHWs in Lira District; and investigate the effect of inspirational motivation on the performance of ML-PHWs in Lira District. Research methodology: The study adopted a cross-sectional survey design while incorporating both quantitative and qualitative methods. The study used stratified and simple random sampling procedures to select health facilities, supervisors and ML-PHWs; a total of 164 respondents were selected. Results: The findings suggest that inspirational motivation has a significant effect on the performance of ML-PHWs ( p<0.01). Limitations: This study only focused on one construct of transformational leadership style (inspirational motivation), yet there are several constructs of that style, which may affect the performance of PHWs. Contribution: The findings of this study can be useful to public service managers wishing to enhance the performance of PHWs using limited resources.]]>
<![CDATA[Employer branding and employee value proposition: The key success of startup companies in attracting potential employee candidates ]]>
<![CDATA[Rizqi Ariyanto]]>;
<![CDATA[Kustini Kustini]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 2 (2021): September ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i2.728
<![CDATA[Purpose: This study aims to analyze employer branding and employee value proposition on employer attractiveness in potential employee candidates of Startup Campuspedia Indonesia. Research methodology: This study uses quantitative research methods that are processed using Smart PLS software. The sampling technique used is proportional random sampling with a total of 51 samples. Results: The results show that employer branding and employee value proposition have a positive and significant impact on employer attractiveness at Startup Campuspedia Indonesia. Limitations: The limitation of this study is that it only uses one startup company in the field of education as the object of research and has not used several companies with different backgrounds. Contribution: The results of this study can be useful for Human Capital in the company's recruitment process in the next period as an effort to increase the interest of prospective employees to work in the company.]]>
<![CDATA[Organizational climate and employee engagement of micro-finance banks in South-East, Nigeria ]]>
<![CDATA[Nwogwugwu Ngozi Ogechukwu]]>;
<![CDATA[Ezimma Nnabuife]]>;
<![CDATA[Patrick Okeke]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 2 (2021): September ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i2.802
<![CDATA[Purpose: The purpose of this study is to examine the relationship that exists between organizational climate and employee engagement in Microfinance Banks in South-East Nigeria. Research Methodology: The study adopted a Survey Research Design and the target population consisted of 3875 employees of all the Microfinance Banks in South-East Nigeria while the sample size was six hundred and eighty-seven (687) employees of the 31 selected banks. A simple random sampling technique was adopted by the study and a structured questionnaire was used in data collection and was analyzed by using Simple Regression Analysis at a 5% level of significance. Results: The findings indicated that there is a significant relationship existing between Career Development Climate and Employee Commitment in Microfinance Banks in South-East Nigeria (r = .961; R-Square = .923; p-value<.05) and that there is a significant relationship existing between Teamwork Climate and Absorption in Microfinance Banks in South-East Nigeria (r = .989; R-Square = .979; p-value<.05). Limitations: Most of the banks used in the study are state-based banks, thereby, limiting how the work would be generalized if it had used national-based microfinance banks. Contribution: this work contributed to the already existing body of knowledge in the area of organizational climate and employee engagement, but brought in empirical findings to back up the relationship between the variables in microfinance banks in Nigeria.]]>
