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All Journal Jurnal Ilmiah Ecosystem Golden Ratio of Human Resource Management
Purnama, Ika Rezki
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Agriculture, Biological Sciences & Forestry Civil Engineering, Building, Construction & Architecture Economics, Econometrics & Finance Education Law, Crime, Criminology & Criminal Justice Social Sciences

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Strengthening Person Organization Fit and Innovative Work Behavior Through Psychological Capital and Leader-Member Exchange Purnama, Ika Rezki; AC, Ahmad; Rendra Anggoro, Yusuf Alfian
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.v4i2.458

Abstract

This study investigates the interrelationships among Psychological Capital, Leader-Member Exchange (LMX), Person-Organization Fit (POF), and Innovative Work Behavior (IWB) within the context of the construction industry in Makassar. The research aims to determine the direct and indirect effects of Psychological Capital and LMX on POF and, subsequently, on IWB among employees. Specifically, the study poses the following research questions: (1) Does Psychological Capital influence Person-Organization Fit among construction company employees? (2) What is the impact of Leader-Member Exchange on Person-Organization Fit in this setting? (3) How do Psychological Capital and Leader-Member Exchange directly affect Innovative Work Behavior? (4) Do Psychological Capital and Leader-Member Exchange indirectly influence Innovative Work Behavior through Person-Organization Fit? The significance of this research lies in its potential to enhance understanding of key human resource constructs and their interplay, which could inform the development of HR management practices. Moreover, the findings are expected to provide actionable insights for construction companies aiming to foster a culture of innovation among their workforce. The methodology encompasses the collection of primary data from 397 employees across various construction companies, employing proportional stratified random sampling to select 199 respondents based on the Slovin Formula with a 5% precision level. Path analysis is conducted using the AMOS 24 software to analyze the data. The anticipated outcomes of this research include the establishment of significant relationships between Psychological Capital and both Person-Organization Fit and Innovative Work Behavior, as well as between Leader-Member Exchange and Person-Organization Fit. Furthermore, the study seeks to explore whether Psychological Capital and Leader-Member Exchange can enhance Innovative Work Behavior mediated by Person-Organization Fit. The results aim to contribute both theoretically to academic discourse and practically as a resource for organizational development in the construction sector.
Dinamika Remote Job Di Indonesia: Tinjauan Literatur Tentang Implikasi Terhadap Manajemen Sumber Daya Manusia Purnama, Ika Rezki; Azzahrah, Andi Nur Azizah Fajry; Akmal, Muh.; Salsabila, Nur Azizah
Jurnal Ilmiah Ecosystem Vol. 25 No. 3 (2025): Ecosystem Vol. 25 No 3, September - Desember Tahun 2025
Publisher : Lembaga Penelitian dan Pengabdian kepada Masyarakat

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35965/eco.v25i3.7986

Abstract

Transformasi digital dan pengalaman pandemi COVID-19 mempercepat adopsi pekerjaan jarak jauh dan kerja hybrid di Indonesia. Tinjauan literatur ini bertujuan mengkaji implikasi remote job terhadap fungsi manajemen sumber daya manusia di Indonesia. Metode yang digunakan adalah tinjauan literatur terarah terhadap publikasi nasional dan internasional terkait remote job, job hybrid, dan praktik MSDM. Hasil sintesis menunjukkan bahwa remote job dapat meningkatkan kinerja, produktivitas, kepuasan kerja, dan work–life balance melalui fleksibilitas dan otonomi, tetapi juga memunculkan tantangan dalam pengelolaan kinerja berbasis output, keterlibatan karyawan, kesehatan mental, keamanan data, serta kekosongan pengaturan spesifik. Disimpulkan bahwa praktik MSDM di Indonesia perlu bertransformasi dengan memanfaatkan perspektif teori Job Demands–Resources, Social Exchange, Self-Determination, dan kerangka Ability–Motivation–Opportunity untuk merancang kebijakan dan praktik kerja jarak jauh yang berkeadilan dan berkelanjutan. Digital transformation and the COVID-19 pandemic have accelerated the adoption of remote and hybrid work in Indonesia. This article examines the implications of remote work for human resource management (HRM) functions in Indonesia. A directed literature review was conducted using relevant national and international publications on remote work, hybrid work, and HRM practices. The synthesis indicates that remote work can enhance performance, productivity, job satisfaction, and work–life balance through flexibility and autonomy, yet it also generates challenges in output-based performance management, employee engagement, mental health, data security, and the absence of specific regulations. The study concludes that HRM practices in Indonesia must be transformed by drawing on the Job Demands–Resources, Social Exchange, and Self-Determination theories and the Ability–Motivation–Opportunity framework to design sustainable remote work policies and practices.
Co-Authors Ahmad AC, Ahmad Akmal, Muh. Azzahrah, Andi Nur Azizah Fajry Rendra Anggoro, Yusuf Alfian Salsabila, Nur Azizah