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Golden Ratio of Human Resource Management
Published by Manunggal Halim Jaya
ISSN : -     EISSN : 27766365     DOI : https://doi.org/10.52970/grhrm
Core Subject : Social,
Social Sciences
Golden Ratio of Human Resources Management (GRHRM) encourages courageous and bold new ideas, focusing on contribution, theoretical, managerial, and social life implications. Golden Ratio of Human Resources Management welcomes papers that are based on human resources management for example: Organizational behavior, Occupational psychology, Labor economics Human resources wellbeing Organizational management Leadership on human resource management Organizational development Employee engagement Organizational psychology perspective Organizational and human resource wellbeing sustainability Islamic human resource management Golden Ratio of Human Resources Management requires a research design with a high standard of methodological transparency. Manuscripts may be conceptual or empirical in nature and feature quantitative and/or qualitative analysis with well-illustrated tables, figures, and supportive material to enhance readers’ readability. Golden Ratio of Human Resources Management expects manuscripts to present research with no fatal methodological flaws, and with generalizable findings that go beyond a single cross-sectional study measuring self-reported behavioral intentions. Golden Ratio of Human Resources Management explores the application of marketing principles and practices within academic, commercial, industrial, public sector, and non-governmental organizational settings. The Golden Ratio of Human Resources Management features: Basic and applied research that reflects current human resource management theory, methodology, and practice. A summary for human resources practitioners and a structured abstract accompanying each article
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 10 Documents
 1 
Search results for , issue "Vol. 2 No. 1 (2022): August - February" : 10 Documents clear
Examining Linkage Leadership Style, Employee Commitment, Work Motivation, Work Climate on Satisfaction and Performance Megawaty, M.; Hamdat, Aminuddin; Aida, Nur
Golden Ratio of Human Resource Management Vol. 2 No. 1 (2022): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (735.204 KB) | DOI: 10.52970/grhrm.v2i1.86

Abstract

This study aims: to test and analyze the influence of leadership style, employee commitment, work motivation, and work climate on employee job satisfaction with direct and indirect effects. This study uses primary data from a survey of 221 employees as sample. Data were analyzed using Structural Equation Modeling (SEM) with AMOS. The results showed that: (1) empirically, the leadership style, employees commitment, work motivation, and work climate had a positive and significant effect on job satisfaction; (2) employees commitment, work motivation, and work climate have a positive and significant effect on employees performance through job satisfaction as an intervening variable, while leadership style has no significant effect; (3) employee commitment, work motivation, and work climate indirectly have a positive and significant effect on employees performance through job satisfaction as an intervening variable, while the leadership style has no significant effect; and (4) job satisfaction has a positive and significant direct influence on employees performance. This study suggested that work motivation, employee commitment, and work climate that provide significant influence need to be maintained, while leadership styles that have insignificant influence on employee performance need to be improved and prioritized as the company's efforts to improve job satisfaction and employee performance.
Islamic Leadership, Emotional Intelligence, and Spiritual Intelligence on Passion of Work and Performance Panyiwi Kessi, Andi Makkulawu; Suwardi, Wisda Zulaeha; Mukhtar, Afiah; Asmawiyah, A.; Pratiwi AR, Dhita
Golden Ratio of Human Resource Management Vol. 2 No. 1 (2022): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (655.428 KB) | DOI: 10.52970/grhrm.v2i1.87

Abstract

This study aims to test and analyze empirically the influence of Islamic leadership, emotional intelligence, and spiritual intelligence on morale, and the influence of Islamic leadership, emotional intelligence, spiritual intelligence, and passion of work on employee performance, as well as the effect of Islamic leadership, emotional intelligence, Spiritual intelligence on employee performance. Employee performance through and employee morale. The research was carried out in all work units at the 140 Islamic Private lecturers in the scope of LLDIKTI-IX. Data from the questionnaire were analyzed using the Structural Equation Model by AMOS. The study results found that Islamic leadership positively and significantly affected morale, emotional intelligence, and spiritual intelligence, increasing employee morale. Employee performance improves with high Islamic leadership and increased confidence. Emotional intelligence and spiritual intelligence have a positive but not significant effect on employee performance. The position of morale in the research model is not to be a mediating variable (intervening) in explaining the influence of Islamic leadership on employee performance. The role of morale in the research model is a perfect mediation variable (complete mediation) in explaining the effect of emotional intelligence and spiritual intelligence on employee performance. To improve employee performance, emotional intelligence cannot do it directly.
Alternative Work Arrangements, Work Environment, and Job Stress on Job Satisfaction and Turnover Intention Mawardi, Moh. Cholid
Golden Ratio of Human Resource Management Vol. 2 No. 1 (2022): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (741.264 KB) | DOI: 10.52970/grhrm.v2i1.155

Abstract

This study was conducted to analyze the influence of Alternative work arrangementss, work environment, and job stress on job satisfaction. The object of this research is millenial bankir with a total sample of 120 employees and data collection use online survey. Data were analyzed using Structural Equation Modeling (SEM) with AMOS. The results of this study indicate that Alternative work arrangementss, job stress have a negative significant effect on job satisfaction, work environment has a positive significant effect on job satisfaction, job satisfaction has a positive significant effect on turnover intention, and Alternative work arrangementss have a positive effect and significant on turnover intention, the work environment has a negative and significant effect on turnover intention, work stress has a positive insignificant effect on turnover intention, Alternative work arrangementss have a negative significant effect on turnover intention through job satisfaction, the work environment has a positive significant effect on turnover intention through job satisfaction, and job stress has a negative significant effect on turnover intention through job satisfaction. The human resource management must implement the suitability of employee competencies with their field of work better so that it is expected to reduce turnover in employees creating a conducive work environment.  
Organizational Commitment, Competence on Job Satisfaction and Lecturer Performance: Social Learning Theory Approach Amin, Muh. Sirojuddin
Golden Ratio of Human Resource Management Vol. 2 No. 1 (2022): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (763.336 KB) | DOI: 10.52970/grhrm.v2i1.156

Abstract

The purpose of this study is to measure employee performance seen from the achievement of lecurer work. Furthermore, the research design is structured in such a way that the researcher obtains answers to the research questions. The research sample is 244 lecturer in Indonesia, data collection with online survey. The results showed that organizational commitment had a significant positive effect on job satisfaction. Feel happy, think, emotionally attached, worry, sense of belonging, little choice, alternative, sacrifice, loyal, obligation, loyal, work, one organization, wise, and make a very strong contribution. Competence directly has a significant positive effect on employee job satisfaction. This means that through the competencies possessed by lecturer Competence directly has a significant positive effect on employee performance. Competencies possessed by lecturer give a real meaning to employee performance. Job satisfaction directly has a significant positive effect on employee performance. Organizational commitment indirectly has a positive and insignificant effect on performance through job satisfaction. Competence indirectly has a significant positive effect on performance through job satisfaction.
Determination of Work Motivation, Leadership Style, Employee Competence on Job Satisfaction and Employee Performance Hajiali, Ismail; Fara Kessi, Andi Muhammad; Budiandriani, B.; Prihatin, Etik; Sufri, Muhammad Mukhlis
Golden Ratio of Human Resource Management Vol. 2 No. 1 (2022): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (640.974 KB) | DOI: 10.52970/grhrm.v2i1.160

Abstract

The goal of this study was to look at the impact of work motivation, leadership style, and competence on job satisfaction, as well as the effects of work motivation, leadership style, and competence on performance, job satisfaction's impact on performance, and the impact of work motivation, leadership style, and competence on performance via job satisfaction. The research will take place at LLDIKTI-IX. The study's population and sample size were 125 employees (complete sampling). The data from the questionnaire was analyzed with the use of AMOS 18 and the Structural Equation Model. According to the findings, work motivation has a negative and significant impact on job satisfaction. Employee motivation in existence, connectedness, and growth is still low, but it is necessary to improve employee job satisfaction. Employee performance is influenced by competence in a positive but insignificant way. Employee competency is still a career development issue, with little attention paid to the role of innovation and technology in improving employee performance. Employee performance is influenced by competence through job satisfaction in a positive but insignificant way. Employee job satisfaction is poor in enhancing their performance since applying competencies that have been directed thus far is still like meeting work needs.  
Examining Linkage Leadership Style, Employee Commitment, Work Motivation, Work Climate on Satisfaction and Performance Megawaty, M.; Hamdat, Aminuddin; Aida, Nur
Golden Ratio of Human Resource Management Vol. 2 No. 1 (2022): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v2i1.86

Abstract

This study aims: to test and analyze the influence of leadership style, employee commitment, work motivation, and work climate on employee job satisfaction with direct and indirect effects. This study uses primary data from a survey of 221 employees as sample. Data were analyzed using Structural Equation Modeling (SEM) with AMOS. The results showed that: (1) empirically, the leadership style, employees commitment, work motivation, and work climate had a positive and significant effect on job satisfaction; (2) employees commitment, work motivation, and work climate have a positive and significant effect on employees performance through job satisfaction as an intervening variable, while leadership style has no significant effect; (3) employee commitment, work motivation, and work climate indirectly have a positive and significant effect on employees performance through job satisfaction as an intervening variable, while the leadership style has no significant effect; and (4) job satisfaction has a positive and significant direct influence on employees performance. This study suggested that work motivation, employee commitment, and work climate that provide significant influence need to be maintained, while leadership styles that have insignificant influence on employee performance need to be improved and prioritized as the company's efforts to improve job satisfaction and employee performance.
Islamic Leadership, Emotional Intelligence, and Spiritual Intelligence on Passion of Work and Performance Panyiwi Kessi, Andi Makkulawu; Suwardi, Wisda Zulaeha; Mukhtar, Afiah; Asmawiyah, A.; Pratiwi AR, Dhita
Golden Ratio of Human Resource Management Vol. 2 No. 1 (2022): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v2i1.87

Abstract

This study aims to test and analyze empirically the influence of Islamic leadership, emotional intelligence, and spiritual intelligence on morale, and the influence of Islamic leadership, emotional intelligence, spiritual intelligence, and passion of work on employee performance, as well as the effect of Islamic leadership, emotional intelligence, Spiritual intelligence on employee performance. Employee performance through and employee morale. The research was carried out in all work units at the 140 Islamic Private lecturers in the scope of LLDIKTI-IX. Data from the questionnaire were analyzed using the Structural Equation Model by AMOS. The study results found that Islamic leadership positively and significantly affected morale, emotional intelligence, and spiritual intelligence, increasing employee morale. Employee performance improves with high Islamic leadership and increased confidence. Emotional intelligence and spiritual intelligence have a positive but not significant effect on employee performance. The position of morale in the research model is not to be a mediating variable (intervening) in explaining the influence of Islamic leadership on employee performance. The role of morale in the research model is a perfect mediation variable (complete mediation) in explaining the effect of emotional intelligence and spiritual intelligence on employee performance. To improve employee performance, emotional intelligence cannot do it directly.
Alternative Work Arrangements, Work Environment, and Job Stress on Job Satisfaction and Turnover Intention Mawardi, Moh. Cholid
Golden Ratio of Human Resource Management Vol. 2 No. 1 (2022): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v2i1.155

Abstract

This study was conducted to analyze the influence of Alternative work arrangementss, work environment, and job stress on job satisfaction. The object of this research is millenial bankir with a total sample of 120 employees and data collection use online survey. Data were analyzed using Structural Equation Modeling (SEM) with AMOS. The results of this study indicate that Alternative work arrangementss, job stress have a negative significant effect on job satisfaction, work environment has a positive significant effect on job satisfaction, job satisfaction has a positive significant effect on turnover intention, and Alternative work arrangementss have a positive effect and significant on turnover intention, the work environment has a negative and significant effect on turnover intention, work stress has a positive insignificant effect on turnover intention, Alternative work arrangementss have a negative significant effect on turnover intention through job satisfaction, the work environment has a positive significant effect on turnover intention through job satisfaction, and job stress has a negative significant effect on turnover intention through job satisfaction. The human resource management must implement the suitability of employee competencies with their field of work better so that it is expected to reduce turnover in employees creating a conducive work environment.  
Organizational Commitment, Competence on Job Satisfaction and Lecturer Performance: Social Learning Theory Approach Amin, Muh. Sirojuddin
Golden Ratio of Human Resource Management Vol. 2 No. 1 (2022): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v2i1.156

Abstract

The purpose of this study is to measure employee performance seen from the achievement of lecurer work. Furthermore, the research design is structured in such a way that the researcher obtains answers to the research questions. The research sample is 244 lecturer in Indonesia, data collection with online survey. The results showed that organizational commitment had a significant positive effect on job satisfaction. Feel happy, think, emotionally attached, worry, sense of belonging, little choice, alternative, sacrifice, loyal, obligation, loyal, work, one organization, wise, and make a very strong contribution. Competence directly has a significant positive effect on employee job satisfaction. This means that through the competencies possessed by lecturer Competence directly has a significant positive effect on employee performance. Competencies possessed by lecturer give a real meaning to employee performance. Job satisfaction directly has a significant positive effect on employee performance. Organizational commitment indirectly has a positive and insignificant effect on performance through job satisfaction. Competence indirectly has a significant positive effect on performance through job satisfaction.
Determination of Work Motivation, Leadership Style, Employee Competence on Job Satisfaction and Employee Performance Hajiali, Ismail; Fara Kessi, Andi Muhammad; Budiandriani, B.; Prihatin, Etik; Sufri, Muhammad Mukhlis
Golden Ratio of Human Resource Management Vol. 2 No. 1 (2022): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v2i1.160

Abstract

The goal of this study was to look at the impact of work motivation, leadership style, and competence on job satisfaction, as well as the effects of work motivation, leadership style, and competence on performance, job satisfaction's impact on performance, and the impact of work motivation, leadership style, and competence on performance via job satisfaction. The research will take place at LLDIKTI-IX. The study's population and sample size were 125 employees (complete sampling). The data from the questionnaire was analyzed with the use of AMOS 18 and the Structural Equation Model. According to the findings, work motivation has a negative and significant impact on job satisfaction. Employee motivation in existence, connectedness, and growth is still low, but it is necessary to improve employee job satisfaction. Employee performance is influenced by competence in a positive but insignificant way. Employee competency is still a career development issue, with little attention paid to the role of innovation and technology in improving employee performance. Employee performance is influenced by competence through job satisfaction in a positive but insignificant way. Employee job satisfaction is poor in enhancing their performance since applying competencies that have been directed thus far is still like meeting work needs.  

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