https://advancesinresearch.id/index.php/AHRMR <p><strong>Advances in Human Resource Management Research</strong> is a peer-reviewed journal with a double-blind review system published by Yayasan Pendidikan Bukhari Dwi Muslim. The journal is published three times a year, in January, May, and September, and is officially registered with E-ISSN <a href="https://issn.perpusnas.go.id/terbit/detail/20230131031607209">2985-7570</a>. The journal employs a double-blind peer-review process designed to match reviewers’ expertise with the manuscripts under review. To maintain high academic standards, every submitted manuscript undergoes a <strong>multi-stage evaluation process</strong>. An editor first reviews submitted manuscripts. The manuscript is evaluated in-house to determine whether it aligns with the <a href="https://advancesinresearch.id/index.php/AHRMR/Aims_Scope">aims and scope</a> or contains significant methodological flaws. A similarity check is conducted using <a href="https://www.turnitin.com/">Turnitin</a>, the minimum number and age of required <a href="https://apastyle.apa.org/instructional-aids/reference-examples.pdf">references</a> are verified, and compliance with the <a href="https://docs.google.com/document/d/1_bzCmXdxhQcws0SYKFVb-1l1nSLr1t8T/edit?usp=sharing&amp;ouid=116465442174740758191&amp;rtpof=true&amp;sd=true">template</a> is assessed. All articles in Advances in Human Resource Management Research are published Open Access under a <strong>CC BY 4.0 license</strong>, ensuring wide dissemination, accessibility, and proper attribution of scholarly works.</p> <p><strong data-start="225" data-end="275">Advances in Human Resource Management Research</strong> is an international peer-reviewed journal dedicated to advancing knowledge on <strong>the management of people, organizations, business process, economics development, accounting and finance, and sustainable business development</strong><strong> </strong>within asia and pasific context. The journal publishes high-quality theoretical, empirical, methodological, and review-based research that contributes to understanding how human capital, organizational practices, governance mechanisms, sustainability initiatives, and strategic business decisions influence employee outcomes, organizational effectiveness, and long-term value creation.</p> <p>The journal primarily focuses on human resource management while embracing interdisciplinary perspectives that connect HRM with broader domains of management, sustainability, marketing, accounting, corporate governance, entrepreneurship, innovation, and organizational performance. The journal recognizes that contemporary organizational challenges increasingly require integrated approaches that link people management with environmental, social, governance (ESG), financial, and strategic considerations. Interdisciplinary studies linking human resource management with sustainability, marketing, accounting, governance, innovation, finance, and business performance are particularly encouraged, provided they offer clear theoretical and practical implications for organizations and stakeholders. The journal particularly encourages studies that examine the relationships among human capital, organizational capabilities, sustainability practices, stakeholder management, innovation, governance systems, and business outcomes in rapidly evolving economic and institutional environments.</p> Yayasan Pendidikan Bukhari Dwi Muslim en-US Advances in Human Resource Management Research 2985-7570 https://advancesinresearch.id/index.php/AHRMR/article/view/802 <p><strong>Purpose:</strong> This study investigates the relationships between family communication patterns, Organizational culture, work ethic, and professional performance within the frameworks of social cognitive theory and theory of planned behavior.</p> <p><strong>Research Method:</strong> Employing a quantitative cross-sectional approach, with 311 respondents. The research analyzes data from participants to test six hypotheses by using SEM-PLS and SMART PLS software.</p> <p><strong>Results and Discussion:</strong> The results prove that it significantly enhances both work ethic and professional performance, with work ethic as a key mediator. These findings extend prior literature by focusing on subjective performance perceptions, highlighting cultural influences, particularly in collectivist contexts, and challenging traditional models of work-family facilitation. The study's novelty lies in integrating those theories to explain these dynamics, offering fresh insights into how personal and environmental factors shape workplace outcomes.</p> <p><strong>Implications:</strong> The results suggest integrating family support and work ethic development into organizational policies to boost employee performance, alongside conflict resolution strategies to manage dual commitments.</p> <p><strong>Originality:</strong> The originality of this research lies in the integration of three domains that have previously been studied largely separately, namely Family Communication Patterns (Koerner &amp; Fitzpatrick, 2002; Schrodt et al., 2008), Work Ethic (Miller &amp; Smith, 2019; Weber &amp; Seron, 2019), and Employee Performance (Borman &amp; Motowidlo, 1997) into a single model mediated by organizational culture among Generation Z employees in Indonesia.</p> Bambang Septiawan Zulkarnain Zulkarnain Nik Haryanti Copyright (c) 2026 Bambang Septiawan, Zulkarnain, Nik Haryanti https://creativecommons.org/licenses/by/4.0 2026-07-14 2026-07-14 4 3 385 403 10.60079/ahrmr.v4i3.802