Advances in Human Resource Management Research

Work Motivation as a Mediator of Employee Well-Being, Leadership, and Staff Performance

Ahmad Firman — 2026-05-31

Purpose: This study examines the effects of employee well-being and transformational leadership on educational staff performance and investigates the mediating role of work motivation in private universities.

Research Method: A quantitative explanatory approach was employed. Data were collected through questionnaires from 75 educational staff members at private universities specializing in economics in South Sulawesi, Indonesia. Respondents were selected using purposive sampling. Data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 4.0.

Results and Discussion: The results show that employee well-being and transformational leadership positively and significantly influence work motivation. Transformational leadership and work motivation significantly affect educational staff performance, whereas employee well-being has no direct effect on performance. Furthermore, work motivation significantly mediates the relationships between employee well-being and performance, as well as transformational leadership and performance. These findings indicate that motivation is a key mechanism linking leadership and employee well-being to improved performance outcomes.

Implications: University management should strengthen transformational leadership practices and promote employee well-being to enhance work motivation and staff performance.

Originality: This study provides evidence of the mediating role of work motivation in explaining how employee well-being and transformational leadership influence educational staff performance in Indonesian private universities.

The Influence of Interpersonal Communication and Workplace Friendships on Employee Job Satisfaction in Public Organizations

Asniwati Asniwati — 2026-05-31

Purpose: This study examines the influence of interpersonal communication and workplace friendships on employee job satisfaction in a public-sector organization..

Research Method: A quantitative survey approach was employed involving 80 employees of the South Sulawesi Provincial Office of Communications, Information Technology, Statistics, and Cryptography. Data were collected through questionnaires and analyzed using SPSS 23, including validity and reliability tests, classical assumption tests, multiple linear regression, t-tests, F-tests, and coefficient of determination analysis.

Results and Discussion: The results indicate that interpersonal communication has a positive but insignificant effect on employee job satisfaction. In contrast, workplace friendships have a positive and significant effect on job satisfaction. These findings suggest that supportive social relationships, trust, and friendship among colleagues contribute more strongly to employee satisfaction than communication processes alone. The study highlights the importance of workplace social dynamics in shaping positive employee attitudes within public organizations.

Implications: Public organizations should foster supportive workplace relationships through collaboration, team-building activities, and programs that encourage social interaction and peer support to enhance employee satisfaction.

Originality: This study provides empirical evidence that workplace friendships are a stronger predictor of job satisfaction than interpersonal communication, offering new insights into the role of informal social relationships in public-sector workplaces.

The Effects of Work Motivation and Work Discipline on Employee Performance in a Public Service Organization

Sri Andayaningsih — 2026-05-31

Purpose: This study examines the effects of work motivation and work discipline on employee performance at the Makassar City Public Water Utility Company.

Research Method: A quantitative approach with a causal research design was employed. Data were collected through questionnaires distributed to employees selected using a simple random sampling technique. The data were analyzed using multiple linear regression with SPSS to assess the partial and simultaneous effects of work motivation and work discipline on employee performance.

Results and Discussion: The results reveal that work motivation and work discipline have positive and significant effects on employee performance. Work motivation enhances employees’ commitment, enthusiasm, and work quality, while work discipline promotes compliance with organizational rules, punctuality, and consistency in task execution. Together, these factors significantly improve employee productivity and effectiveness, indicating that motivated and disciplined employees are more likely to achieve higher performance levels.

Implications: Organizations should strengthen motivational programs and maintain effective disciplinary systems to improve employee performance, service quality, and organizational effectiveness, particularly in public service institutions.

Originality: This study provides empirical evidence on the complementary roles of work motivation and work discipline in enhancing employee performance within a public utility organization, highlighting the importance of integrating motivational and disciplinary strategies in human resource management.

Servant Leadership and Employee Engagement Among Generation Z: Examining the Mediating Role of Mental Well-Being

Mahendra Fakhri — 2026-05-31

Purpose: This study aims to examine the influence of servant leadership on employee engagement among Generation Z employees and to investigate whether mental well-being mediates the relationship between servant leadership and employee engagement.

Research Design and Methodology: A quantitative cross-sectional survey was conducted involving 148 Generation Z employees in Jakarta, Indonesia. Respondents were selected using convenience sampling. Data were collected through online questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM).

Findings and Discussion: The results indicate that servant leadership has a positive and significant effect on employee engagement. However, mental well-being does not significantly mediate the relationship between servant leadership and employee engagement. These findings suggest that Generation Z employees are more responsive to leadership behaviors characterized by support, empowerment, and service orientation than to their psychological well-being in developing workplace engagement. The results further demonstrate that servant leadership directly strengthens employee engagement without relying on improvements in mental well-being.

Implications: Organizations should strengthen servant leadership competencies through leadership development initiatives that emphasize empathy, empowerment, and employee support. Although mental well-being was not a significant mediator, organizations should continue promoting employee psychological health to support workforce sustainability.

Originality: This study challenges the assumption that mental well-being is a necessary mechanism linking servant leadership and employee engagement among Generation Z employees.

Artificial Intelligence in Hospital Human Resource Management: A Systematic Review and Bibliometric Analysis

Kosasih Kosasih — 2026-05-31

Purpose: This study examines research trends on the application of Artificial Intelligence (AI) in hospital human resource management (HRM) and explores its implications for employee performance and career development.

Research Design and Methodology: A Systematic Literature Review (SLR) and bibliometric analysis were conducted on 30 articles published between 2020 and 2025. Relevant studies were identified through a structured keyword search and screened using the PRISMA protocol. VOSviewer was employed to map research trends, thematic clusters, and keyword relationships.

Findings and Discussion: our major research clusters were identified: AI and employee performance, AI in recruitment and talent management, career development and employee engagement, and digital transformation with data analytics. Publications increased substantially after 2023, reflecting growing interest in AI-driven HRM. The literature indicates a shift from operational efficiency and automation toward strategic workforce management, data-driven decision-making, talent optimization, and sustainable career development. AI is increasingly recognized as a tool for enhancing organizational adaptability and human capital effectiveness in hospitals.

Implications: Healthcare organizations should integrate AI with workforce capabilities and organizational readiness to improve employee performance and support sustainable career development.

Originality: This study provides a comprehensive synthesis of AI research in hospital HRM by combining PRISMA-based review procedures with bibliometric analysis.

Implementation of the JKN Tiered Referral System: A PRISMA-Based Systematic Literature Review and Bibliometric Analysis of Healthcare Management Challenges

Kosasih Kosasih — 2026-05-31

Purpose: This study examines the implementation of the tiered referral system under Indonesia’s Jaminan Kesehatan Nasional (JKN) program and analyzes the dilemma between service quality and cost control from healthcare management and public policy perspectives.

Research Design and Methodology: This study employed a Systematic Literature Review (SLR) using the PRISMA framework, complemented by bibliometric analysis with VOSviewer. Data were drawn from national and international scientific publications published between 2020 and 2025 concerning tiered referrals, healthcare service quality, and cost efficiency under JKN.

Findings and Discussion: The findings show that implementation is hindered by multidimensional challenges, including limited healthcare resources, inadequate infrastructure, low patient compliance, and weak coordination across healthcare levels. Bibliometric mapping indicates growing research interest and a thematic shift from service quality and cost efficiency toward patient behavior, healthcare accessibility, digital health transformation, and integrated care. The analysis confirms a persistent trade-off between improving service quality and controlling healthcare expenditure due to structural and managerial constraints.

Implications: The study highlights the need for integrated management strategies that balance quality improvement and cost containment. Strengthening primary care, referral coordination, patient compliance, and digital health adoption is essential for JKN sustainability.

Originality: This study integrates PRISMA-based SLR and bibliometric analysis to provide a comprehensive assessment of Indonesia’s JKN tiered referral system.

The Effects of Role Conflict and Emotional Exhaustion on Organizational Citizenship Behavior (OCB), With Affective Commitment as An Intervening Variable

Raymond Raymond — 2026-05-31

Abstract

Purpose: This study aims to examine the effects of role conflict and emotional exhaustion on Organizational Citizenship Behavior (OCB), with affective commitment as an intervening variable among lecturers at private universities in City of Batam.

Research Method: Quantitative research approach was employed using survey method. Data were collected through structured questionnaires measured on Likert scale. The sample consisted of lecturers from private universities in City of Batam, selected using sampling technique aligned with the characteristics of population. Data analysis was conducted using Structural Equation Modeling-Partial Least Squares (SEM-PLS). The results indicate that role conflict has positive and significant effect on OCB, suggesting that role-related pressures in academic environment might encourage lecturers to exhibit extra-role behaviors as form of professional adaptation. In contrast, emotional exhaustion has negative and significant effect on OCB, indicating that depletion of emotional resources reduces lecturers’ willingness to engage in voluntary behaviors beyond their formal duties. Furthermore, emotional exhaustion has negative and significant effect on affective commitment,

Results and Discussion: The role conflict does not significantly influence affective commitment. Affective commitment is found to have positive and significant effect on OCB and serves as significant mediating variable in relationship between emotional exhaustion and OCB. However, affective commitment does not mediate relationship between role conflict and OCB.

Implications: These findings contribute to development of organizational behavior literature, particularly in higher education context and provide practical implications for university management in formulating human resource policies aimed at strengthening lecturers’ affective commitment and managing emotional exhaustion to enhance OCB.

Originality: This study extends the OCB literature by simultaneously examining role conflict and emotional exhaustion through the mediating role of affective commitment in the context of private higher education institutions in Indonesia, a setting that remains underexplored in prior research.

The Influence of Motivation and Job Insecurity on Employee Performance: The Mediating Role of Job Satisfaction

Shandra Bahasoan — 2026-05-31

Purpose: This study examines the effects of motivation and job insecurity on employee performance, with job satisfaction acting as a mediating variable.

Research Design and Methodology: A quantitative explanatory survey was conducted among 223 employees of PT Pelindo Terminal Container Makassar using a census sampling technique. Data were collected through structured questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.0.

Findings and Discussion: The results show that motivation positively and significantly affects both job satisfaction and employee performance. Job insecurity does not significantly influence job satisfaction but negatively affects employee performance. In addition, job satisfaction has a positive and significant effect on employee performance and mediates the relationships between motivation, job insecurity, and performance. These findings indicate that motivated employees are more satisfied and productive, whereas job insecurity directly undermines performance outcomes.

Implications: Organizations should strengthen employee motivation, provide clear career opportunities, and reduce perceptions of job insecurity to enhance job satisfaction and performance. Such initiatives can improve productivity and organizational effectiveness.

Originality: This study provides empirical evidence on the simultaneous effects of motivation and job insecurity on employee performance through job satisfaction within the port and logistics industry context.