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All Journal Journal of Economic Education and Entrepreneurship Studies
Rifki Suwaji
Sekolah Tinggi Ilmu Ekonomi YAPAN Surabaya, Indonesia
Economics, Econometrics & Finance Other

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Human Resource Cost Management: Balancing Employee Welfare and Corporate Profitability Rifki Suwaji
Journal of Economic Education and Entrepreneurship Studies Vol. 6 No. 1 (2025)
Publisher : Department of Economics Education, Faculty of Economics, Universitas Negeri Makassar

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Abstract

human resource cost management is a crucial aspect of corporate business strategy to ensure a balance between employee welfare and profitability. This study aims to analyze the impact of human resource cost management on employee welfare and its effect on corporate profitability, using GoTo Group as a case study. A quantitative approach is applied with a linear regression analysis method to examine the relationship between the independent variable (human resource cost management), the mediating variable (employee welfare), and the dependent variable (corporate profitability). Data were collected through employee surveys at GoTo and an analysis of financial reports and HR policies. The results show that human resource cost management significantly affects employee welfare (β = 0.45, p-value = 0.000), while employee welfare positively contributes to corporate profitability (β = 0.30, p-value = 0.001). These findings suggest that cost efficiency strategies that consider employee welfare can enhance productivity and corporate competitiveness. Additionally, work flexibility plays a vital role in improving employee satisfaction and retention. This study recommends that technology-based companies such as GoTo Group develop data-driven strategies to optimize sustainable HR policies that positively impact long-term profitability.
How Employee Creativity and Motivation Shape Organizational Innovation? A Quantitative Study in Human Resource Management Rifki Suwaji; Anastasia Anut; Maria Melania Jaisa; Philipus Hadit; Eric Annasyah
Journal of Economic Education and Entrepreneurship Studies Vol. 6 No. 3 (2025)
Publisher : Department of Economics Education, Faculty of Economics, Universitas Negeri Makassar

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Organizational innovation has become a critical determinant of competitiveness in modern manufacturing firms, particularly in the era of digital transformation and dynamic market pressure. This study examines the influence of employee creativity and motivation on organizational innovation within the broader framework of human resource management. Using a quantitative associative approach, data were collected from 85 employees selected through proportionate stratified random sampling from a workforce of 500 employees in a large-scale manufacturing company. Survey responses were measured using a Likert-scale instrument, and multiple linear regression analysis was performed using SPSS version 26. The empirical results show that employee creativity significantly predicts organizational innovation (β = 0.465, p < 0.001), indicating that creative employees tend to generate novel ideas and contribute to innovation-driven practices. Motivation also demonstrates a significant positive effect (β = 0.389, p < 0.001), suggesting that motivated employees are more engaged in innovative behavior and improvement initiatives. Together, creativity and motivation account for 68.2% of the variance in organizational innovation (R² = 0.682), confirming their synergistic role as key drivers of innovation capability. The study highlights important implications for human resource management, emphasizing the need for strategic policies that nurture creativity, strengthen intrinsic motivation, and reward innovative contributions to sustain organizational competitiveness.
Co-Authors Anastasia Anut Eric Annasyah Maria Melania Jaisa Philipus Hadit