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Analysis of Job Satisfaction and Work Environment on Employee Turnover Intention Cedaryana, C.; Safria, Dhuha
Golden Ratio of Data in Summary Vol. 5 No. 1 (2025): November - January
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grdis.v5i1.798

High turnover rates can lead to losses for a company. The turnover phenomenon begins with turnover intention, which is influenced by several factors, including job satisfaction and work environment. This study quantitatively analyzes the influence of job satisfaction and work environment on employee turnover intention at PT. XYZ. Involving 62 respondents and using multiple linear regression analysis, the study results show that both job satisfaction and work environment, partially and simultaneously, have a positive and significant effect on employee turnover intention. The R-square calculation result is 0.225, which means that the job satisfaction and work environment variables collectively explain 25.5% of the variance in turnover intention among PT. XYZ employees. The remaining variance can be explained by other variables beyond the scope of this study.

Human Resource Development Strategy Based on Learning Psychology: A Case Study at PT. TB Global Group Puteri, Andrea; Syukur, Aris Muhamad; Cedaryana, C.
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.v5i2.1263

This research is motivated by the importance of psychological understanding in human resource (HR) development in the modern workplace. This study aims to address the question: How are the principles of learning psychology applied in HR development at PT TB Global Group, and how do they affect team member motivation, engagement, and performance? A qualitative approach with a case study method was employed. Data were obtained through observations of training and team member development processes and analysis of internal documentation. The principles of learning psychology, which include behaviorism, cognitivism, constructivism, and humanism, were applied in training programs, coaching, and career development. The findings reveal that this approach successfully enhances employee engagement and motivation. Most employees feel more valued, have room to grow, and are more actively contributing within teams. The work environment has also become more supportive, collaborative, and oriented toward continuous learning. These findings indicate that a holistic and contextual psychological approach can promote improved performance and strengthen commitment to the company.

Training Need Analysis for the Development of Digital Skills with Competency Certification in the Digital Era: A Study of University Students and Employees in Jakarta, Indonesia Cedaryana, C.; Indah DM, Devita Restu; Putri, Icha Vanida
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.v5i2.1291

Technological advancements in the Digital era demand adaptive digital competencies from university students and employees. This study aims to analyze digital training needs and the role of competency certification, particularly from the National Professional Certification Agency (BNSP), in enhancing workforce readiness. A qualitative descriptive method was employed using data triangulation through closed-ended questionnaires with 100 respondents, in-depth interviews with 10 participants, and document analysis of training materials. The findings indicate that most respondents recognize the importance of digital skills such as Microsoft Office and data processing. Competency certification improves credibility and competitiveness, especially in financial management, human resource management, and digital marketing. However, challenges remain, including limited training infrastructure, low proficiency in advanced digital tools, and financial barriers. The study recommends stronger institutional support for competency-based training and certification facilitation to bridge digital skill gaps in the digital era.

The Impact of Organizational Culture and Human Resource Development on Physiotherapist Performance Praptiwi, Dewi; Cedaryana, C.; Sari, Rindi Nurlaila
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.v5i2.1297

This qualitative research uses a case study approach to examine how the organizational culture and human resource development (HRD) initiatives impact the performance of physiotherapists at Klinik Bebas Cedera, PT Fisio Mitra Investasi. The data was obtained through detailed interviews with twelve physiotherapists from multiple branches, which were then analyzed thematically. The findings reveal that a culture that promotes professionalism, teamwork, and ongoing learning significantly enhances the performance of physiotherapists. Moreover, HRD programs such as training in dry needling and manual therapy improve technical competencies and increase self-confidence, resulting in improved patient care quality. Although the results are promising, the study highlights the importance of implementing consistent and comprehensive training across all branches to maintain performance gains. The research proposes strategies to reinforce organizational culture and HRD efforts to elevate the performance of physiotherapists further and improve service standards. This study offers valuable insights into how organizational elements can be optimized to advance health service outcomes.

Analysis of Job Satisfaction and Work Environment on Employee Turnover Intention Cedaryana, C.; Safria, Dhuha
Golden Ratio of Data in Summary Vol. 5 No. 1 (2025): November - January
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grdis.v5i1.798

High turnover rates can lead to losses for a company. The turnover phenomenon begins with turnover intention, which is influenced by several factors, including job satisfaction and work environment. This study quantitatively analyzes the influence of job satisfaction and work environment on employee turnover intention at PT. XYZ. Involving 62 respondents and using multiple linear regression analysis, the study results show that both job satisfaction and work environment, partially and simultaneously, have a positive and significant effect on employee turnover intention. The R-square calculation result is 0.225, which means that the job satisfaction and work environment variables collectively explain 25.5% of the variance in turnover intention among PT. XYZ employees. The remaining variance can be explained by other variables beyond the scope of this study.

Organizational Development in the Era of Digital Transformation: A Systematic Review Using the PRISMA Framework Praptiwi, Dewi; Putri, Icha Vanida; Arli, Riki; Baihaqi, Iqbal; Cedaryana, C.
Golden Ratio of Data in Summary Vol. 6 No. 3 (2026): May - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grdis.v6i3.1999

Digital transformation requires organizations not only to adopt advanced technologies but also to strengthen organizational development (OD) capabilities that support effective change management, innovation, and continuous learning. However, there is still limited synthesis of the most relevant OD strategies that enable organizations to become adaptive and sustainable in rapidly changing environments. This study aims to identify and synthesize key organizational development strategies that support digital transformation through a Systematic Literature Review guided by the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) framework, a structured method for systematically identifying, screening, and analyzing relevant research. The review analyzed 12 peer-reviewed articles published between 2020 and 2024 using thematic analysis. The findings reveal five major strategic themes: strengthening digital capabilities and employee competencies, redesigning technology-supported organizational structures and work processes, integrating human resource management with change-management practices, fostering agile and collaborative organizational cultures, and reinforcing digital leadership. These strategies contribute to improved organizational adaptability, accelerated technology adoption, and sustained innovation. The results indicate that successful digital transformation depends not only on technological investment but also on the development of dynamic capabilities, defined as an organization’s ability to sense opportunities, adapt, and reconfigure internal resources in response to environmental change. This study provides a structured synthesis that can guide organizations, educational institutions, and policymakers in designing effective and sustainable OD initiatives in the digital era.

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