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Antecedent and Consequence the Human Resources Management Factors on Civil Servant Performance Jumady, Edy; Lilla, L.
Golden Ratio of Human Resource Management Vol. 1 No. 2 (2021): March - July
Publisher : Manunggal Halim Jaya

This study aims to analyze the effect of motivation, work environment on performance. This type of research is explanatory research. The research sample is a civil servant at Pare-pare city, Indonesia; Data use purposive random sampling of 40 respondents. The research period was carried out in October - December 2020. The method of analysis in this study was multiple regression analysis. The results of this study indicate that work motivation and work environment have a significant effect on performance. This study proves that both theoretically and previous empirical studies explain that increasing motivation and work environment will improve civil servant performance. To get the best results, an employee needs to balance the ability to perform the task given and the willingness to complete the job. This balance can lead to an increase in productivity and an improvement in inefficiency. Motivated employees can lead to increased productivity and allow an organization to achieve higher levels of output. A healthy workplace environment: workplace culture, creating a happier corporate culture. Every company has its own corporate culture. Great company culture can keep employees productive and even help your company retain the best employees, and happy workers are also more likely to stick around

Examining Human Resource Management: A Qualitative Study of Psychological Elements and Strategic Approaches with Literature Review Ampauleng, A.; Abdullah, Salma; Jumady, Edy
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.483

This qualitative study explores the intricate relationship between psychological elements and strategic Human Resource Management (HRM) practices in shaping organizational effectiveness. Through an extensive literature review, key themes of employee engagement, motivation, and well-being are examined within the context of HRM. The analysis draws from theories such as social exchange theory, self-determination theory, and positive organizational behavior to elucidate the mechanisms driving employee behavior and attitudes. Strategic HRM practices, characterized by high-performance work systems and employee involvement, are also investigated for their impact on organizational outcomes. Findings underscore the significance of integrating psychological elements into HRM strategies, highlighting their role in fostering employee engagement, motivation, and well-being. The study emphasizes the importance of aligning HR practices with organizational goals and values to enhance employee satisfaction, retention, and performance. Moreover, the implications for HR practitioners and organizational leaders are discussed, emphasizing the need for a proactive approach to HRM that embraces innovation, flexibility, and agility. The study calls for future research to delve deeper into emerging trends and challenges in HRM, such as the influence of technology, remote work arrangements, and innovative HRM strategies, to inform evidence-based practices and promote organizational success.

Leadership and Organizational Commitment in Improving Employee Performance: The Role of Job Satisfaction as a Mediator Fardiansyah, Ibnu Eka; Jumady, Edy; Djaharuddin, Dharmawati
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.862

This study explores the interconnected roles of leadership, organizational commitment, and job satisfaction in enhancing employee performance, with job satisfaction as a mediating variable. Utilizing a qualitative approach grounded in literature review, the study synthesizes insights from existing research on transformational and transactional leadership, various dimensions of organizational commitment, and the impact of job satisfaction on employee productivity. Thematic analysis reveals that transformational leadership, characterized by inspiration and motivation, significantly enhances job satisfaction and organizational commitment, positively influencing employee performance. Conversely, transactional leadership, which emphasizes rewards and structure, has a more limited impact on long-term commitment and satisfaction. Job satisfaction is identified as a critical mediator, enabling leadership and commitment to translate into increased performance outcomes. This study contributes theoretically by validating job satisfaction's mediating role in workplace dynamics and highlighting affective commitment as a key factor for sustained performance. Managerial implications underscore the importance of transformational leadership training and strategies to boost job satisfaction, such as recognition programs and professional development. Future research should consider cross-cultural, longitudinal, and industry-specific analyses to deepen understanding of these constructs in varied organizational contexts.

Qualitative Study on the Effect of Workload and Motivation on Performance with Supervision and SOP as Mediator Variables Sahabuddin, S.; Jumady, Edy; Fajriah, Yana
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.863

This study explores the complex relationships between workload, motivation, employee performance, and the mediating roles of supervision and standard operating procedures (SOPs) in organizational contexts. Using a qualitative research methodology based on a systematic literature review, the study synthesizes findings from both theoretical and empirical research to understand how these variables interact and influence performance outcomes. Data was collected from peer-reviewed journals, books, and organizational behavior, psychology, and management case studies. The analysis uses thematic coding to identify patterns and themes within the literature, shedding light on how the workload can act as both a motivator and a stressor, depending on the support systems in place. The findings indicate that intrinsic motivation is crucial in driving sustainable performance, while supervision and SOPs are important mediators that help stabilize performance and reduce workload-related stress. Adequate supervision, characterized by supportive guidance and feedback, enhances employee resilience in high demands, while SOPs provide structure and consistency in task execution. These results have significant theoretical implications for frameworks such as the Job Demands-Resources (JD-R) model, self-determination theory, and Leader-Member Exchange (LMX) theory. Additionally, the study offers practical recommendations for management strategies aimed at promoting sustainable employee performance. Ultimately, this research emphasizes the importance of balancing workload, intrinsic motivation, and structured support to cultivate a high-performing and resilient workforce.

The Role of Organizational Commitment in Mediating the Effect of Knowledge Sharing and Competence on Organizational Citizenship Behavior Masrum, Muhammad; Akob, Muh; Jumady, Edy
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.865

This study aims to examine the effects of knowledge sharing, competence, and organizational commitment on Organizational Citizenship Behavior (OCB) at PT Espri Tirta Kencana. Using a quantitative approach and survey method, the study involved a total of 57 employees as the sample. Data were collected through questionnaires distributed via Google Forms, and analyzed using Partial Least Squares (PLS). The results show that knowledge sharing has a positive and significant effect on OCB, while competence has no significant effect on OCB. Organizational commitment was found to have a positive and significant effect on OCB. Furthermore, organizational commitment mediates the relationship between knowledge sharing and OCB, but does not mediate the effect of competence on OCB. These findings suggest that fostering a culture of knowledge sharing and enhancing organizational commitment can improve OCB within the company. The results also indicate that competence, although crucial for task performance, does not directly influence OCB, highlighting the importance of other factors such as organizational attachment and collaboration.

The Role of Leadership in Fostering Employee Engagement: A Literature Analysis Ramlan, Muchsin; Akob, Muh; Jumady, Edy
Golden Ratio of Human Resource Management Vol. 5 No. 2 (2025): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i2.864

The primary objective of this research is to explore the critical role of leadership in fostering sustained employee engagement. By examining transformational, transactional, and servant leadership styles, this study seeks to identify the mechanisms through which these leadership approaches influence employee engagement. A qualitative literature review method was employed, involving a comprehensive analysis of peer-reviewed journal articles, books, and reputable online sources. The findings indicate that transformational leadership significantly enhances employee engagement through vision articulation, inspirational motivation, intellectual stimulation, and individualized consideration. Transactional leadership, with its emphasis on clear goals, feedback, and rewards, provides necessary structure and stability, particularly in regulated industries. Servant leadership, focusing on ethical behavior and community building, fosters trust, collaboration, and mutual respect, leading to higher engagement levels. The study also highlights key mechanisms such as emotional intelligence, effective communication, feedback, and organizational support as critical factors enabling leaders to create supportive and engaging work environments. Empirical evidence supports the positive impact of these leadership styles on employee engagement, underscoring their relevance in contemporary organizational contexts. Future research should further explore contextual factors, long-term effects, technological mediation, and diversity, equity, and inclusion (DEI) considerations to enhance the understanding of the leadership-engagement nexus. The insights gained from this study can help organizations develop targeted leadership programs that promote high levels of engagement, ultimately leading to improved organizational performance and employee satisfaction.

Antecedent and Consequence the Human Resources Management Factors on Civil Servant Performance Jumady, Edy; Lilla, L.
Golden Ratio of Human Resource Management Vol. 1 No. 2 (2021): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v1i2.101

This study aims to analyze the effect of motivation, work environment on performance. This type of research is explanatory research. The research sample is a civil servant at Pare-pare city, Indonesia; Data use purposive random sampling of 40 respondents. The research period was carried out in October - December 2020. The method of analysis in this study was multiple regression analysis. The results of this study indicate that work motivation and work environment have a significant effect on performance. This study proves that both theoretically and previous empirical studies explain that increasing motivation and work environment will improve civil servant performance. To get the best results, an employee needs to balance the ability to perform the task given and the willingness to complete the job. This balance can lead to an increase in productivity and an improvement in inefficiency. Motivated employees can lead to increased productivity and allow an organization to achieve higher levels of output. A healthy workplace environment: workplace culture, creating a happier corporate culture. Every company has its own corporate culture. Great company culture can keep employees productive and even help your company retain the best employees, and happy workers are also more likely to stick around

Examining Human Resource Management: A Qualitative Study of Psychological Elements and Strategic Approaches with Literature Review Ampauleng, A.; Abdullah, Salma; Jumady, Edy
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.483

This qualitative study explores the intricate relationship between psychological elements and strategic Human Resource Management (HRM) practices in shaping organizational effectiveness. Through an extensive literature review, key themes of employee engagement, motivation, and well-being are examined within the context of HRM. The analysis draws from theories such as social exchange theory, self-determination theory, and positive organizational behavior to elucidate the mechanisms driving employee behavior and attitudes. Strategic HRM practices, characterized by high-performance work systems and employee involvement, are also investigated for their impact on organizational outcomes. Findings underscore the significance of integrating psychological elements into HRM strategies, highlighting their role in fostering employee engagement, motivation, and well-being. The study emphasizes the importance of aligning HR practices with organizational goals and values to enhance employee satisfaction, retention, and performance. Moreover, the implications for HR practitioners and organizational leaders are discussed, emphasizing the need for a proactive approach to HRM that embraces innovation, flexibility, and agility. The study calls for future research to delve deeper into emerging trends and challenges in HRM, such as the influence of technology, remote work arrangements, and innovative HRM strategies, to inform evidence-based practices and promote organizational success.

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