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Aditya Halim Perdana Kusuma Putra
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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. 3 No. 1 (2023): August - February" : 10 Documents clear
Management of Welfare and Job-Security of Employees for Sustainability of Colleges of Education in Nigeria Ngozi Ibelegbu, Anthonia; Abanyam, Friday Ekahe; Nwachukwu, Chinwendu; J. Garba, Hannatu
Golden Ratio of Human Resource Management Vol. 3 No. 1 (2023): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v3i1.184

Abstract

This investigation examined ways of improving management of welfare and security of human resources for sustainability of public colleges of education in South-East Nigeria. Two specific purposes and two null hypotheses were used to carry out the study. It adopted descriptive survey research design. The study involved a population of 486 senior administrators in the study area. All the 486 senior administrative officers were involved in the study; since it was of a manageable size there was no sampling in the study. A structured, 35-item questionnaire which was validated by three lecturers was used to collect data for the study. Cronbach Alpha reliability technique was used to ascertain the reliability of the instrument; and it yielded reliability coefficients of 0.76 and 0.84 respectively for the two clusters. Data collection was carried out with the help of seven research assistants. From 486 copies of the questionnaire administered, 462 copies representing 95.1% were correctly answered and returned. The collected data were analyzed with mean and analysis of variance (ANOVA) at 0.05 level of significance. From the data collected and analyzed, the study identified 16 ways of improving management of welfare and 19 ways of improving management job security of human resources for sustainability of public colleges of education in southeast Nigeria. The mean ratings of participants did not show any significant difference on ways of improving management of welfare and job security of human resources for sustainability of public colleges of education in southeast Nigeria. The study among others advanced that colleges of education’s management team should establish staff welfare and job security programmes that are helpful and appropriate to emerging trends in work places.
The Employee Performance Analysis: The Role of Organizational Culture and Job Satisfaction Premesti, Ajeng Dwipa; Yuniningsih, Yuniningsih
Golden Ratio of Human Resource Management Vol. 3 No. 1 (2023): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v3i1.199

Abstract

All agencies want to get maximum results to achieve company targets and goals. Therefore, many companies must make efforts, one of which is by making improvements to human resources. In the current era of globalization, competition between human resources is increasing and competitive. This study discusses the analysis of employee performance. Analysis of the existence of organizational culture and job satisfaction on employee performance is the purpose of this research. The population in this study were all employees totaling 30 employees. Sampling is carried out on all members of the population that is used as a sample, which is called the saturated sampling technique. The number of 30 respondents who are employees. The data collection methods is questionnaires and observation. The analytical test tool used is SmartPLS 3.3.9 with the Partial Least Square method. In this study, the R-Square value was 60.2%. It has been concluded that in this study organizational culture has a positive influence and job satisfaction has a positive influence on employee performance.
The Effect of Remuneration, Work Discipline and Motivation on Employee Performance Paulus, P.
Golden Ratio of Human Resource Management Vol. 3 No. 1 (2023): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v3i1.283

Abstract

The success and failure of activities within an organization are measured based on the performance of its employees. This performance can be influenced by various factors, such as remuneration, work discipline, and motivation. The purpose of this study is to analyze the effect of these three factors on the performance of employees at Office of Syahbandar and Port Authority (KSOP) Class IV Sintete West Kalimantan. This research uses a census method with a total of 70 respondents from the population related to the performance of employees at Office of Syahbandar and Port Authority (KSOP) Class IV Sintete West Kalimantan. Multiple regression analysis is used to analyze the data. The results of the study show that remuneration, work discipline, and motivation have a positive and significant influence on employee performance simultaneously. Specifically, work motivation is found to have the most dominant influence on employee performance. These findings suggest the importance of managing remuneration and motivation in improving employee performance. Work discipline also plays a crucial role in enhancing employee performance. However, it should be noted that this study has limitations in terms of its measurement and analysis techniques and its generalizability to other organizations. Further research could be conducted to expand understanding and explore other factors that affect employee performance.
Examining the Influence of Leadership Agility, Organizational Culture, and Motivation on Organizational Agility: A Comprehensive Analysis Arifin, Rois; Purwanti, Henny
Golden Ratio of Human Resource Management Vol. 3 No. 1 (2023): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v3i1.205

Abstract

The primary objectives of this study encompass three main aspects: firstly, to determine and thoroughly analyze the influence of Leadership Agility on Organizational Agility; secondly, to ascertain and examine the impact of Organizational Culture on Organizational Agility; and finally, to establish and evaluate the effect of Motivation on Organizational Agility. To accomplish these objectives, a research methodology comprising descriptive analysis and multiple linear regression analysis was employed, with a sample size consisting of 85 respondents. The outcomes derived from the multiple linear regression analysis revealed several noteworthy findings. Firstly, it was observed that Leadership Agility exerted a positive and significant influence on Organizational Agility. This suggests that leaders who possess agile qualities, such as adaptability, flexibility, and effective decision-making, contribute significantly to enhancing the overall agility of the organization. Secondly, the study found that Organizational Culture also played a crucial role in shaping Organizational Agility. A positive and significant relationship was identified, indicating that a strong and supportive culture that values innovation, collaboration, and learning fosters organizational agility. Lastly, the analysis demonstrated that Motivation exhibited a positive and significant impact on Organizational Agility. Motivated employees who are driven by intrinsic and extrinsic factors, such as recognition, rewards, and a sense of purpose, contribute to a more agile organization. Overall, this research underscores the importance of Leadership Agility, Organizational Culture, and Motivation in driving and sustaining Organizational Agility. The findings emphasize the significance of cultivating agile leaders, fostering a supportive culture, and nurturing employee motivation to enhance an organization's ability to adapt, innovate, and thrive in a dynamic business environment.
Work-Family Conflict and Career Satisfaction of Employees in The Banking Industry of Ghana: The Role of Spiritual Intelligence Essandoh, Emmanuel; Ofori Appiah, Salomey; Tetteh Kwao, Isaac; Amfo-Antiri, Dorothy
Golden Ratio of Human Resource Management Vol. 3 No. 1 (2023): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v3i1.286

Abstract

The study empirically examined the role of spiritual intelligence in the nexus between work-family conflict and employees’ career satisfaction in the banking industry of Ghana. Design, methodology/approach-Given the reliance on explanatory research design, the study utilized structured questionnaire for gathering the primary data quantitatively from 335 randomly selected participants. A second-order model was configured in SMART PLS for testing of the directional hypotheses formulated. Findings- Both family-to-work and work-to-family conflict account for significant changes in employee career satisfaction. Also, the moderation analysis showed that spiritual intelligence brought variance into the model and had a small but significant positive effect on the relationship between work-to-family conflict and career satisfaction. The second effect of spiritual intelligence also brought variance into the model and had a small but significant negative effect on the relation between family-to-work and career satisfaction. Research limitations- Rural banks and other financial institutions were not included in the study, hence limiting the generalization of the findings from this perspective. Practical implication- Management of banks in Ghana would be encouraged to take specific actions that are likely to reduce the conflict between work and family roles to help their employees achieve their career satisfaction. Again, spiritual intelligence can be taught and encouraged at the workplace to help mitigate the psychological disorder created because of work-family conflict. Originality/value-Empirically, this study is the first of its kind that has sought to shed light on an understanding of the moderating effect spiritual intelligence on the nexus between work-family conflict and employees' career satisfaction in the Ghanaian banking sector the in Sub-Saharan country-context.
Management of Welfare and Job-Security of Employees for Sustainability of Colleges of Education in Nigeria Ngozi Ibelegbu, Anthonia; Abanyam, Friday Ekahe; Nwachukwu, Chinwendu; J. Garba, Hannatu
Golden Ratio of Human Resource Management Vol. 3 No. 1 (2023): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v3i1.184

Abstract

This investigation examined ways of improving management of welfare and security of human resources for sustainability of public colleges of education in South-East Nigeria. Two specific purposes and two null hypotheses were used to carry out the study. It adopted descriptive survey research design. The study involved a population of 486 senior administrators in the study area. All the 486 senior administrative officers were involved in the study; since it was of a manageable size there was no sampling in the study. A structured, 35-item questionnaire which was validated by three lecturers was used to collect data for the study. Cronbach Alpha reliability technique was used to ascertain the reliability of the instrument; and it yielded reliability coefficients of 0.76 and 0.84 respectively for the two clusters. Data collection was carried out with the help of seven research assistants. From 486 copies of the questionnaire administered, 462 copies representing 95.1% were correctly answered and returned. The collected data were analyzed with mean and analysis of variance (ANOVA) at 0.05 level of significance. From the data collected and analyzed, the study identified 16 ways of improving management of welfare and 19 ways of improving management job security of human resources for sustainability of public colleges of education in southeast Nigeria. The mean ratings of participants did not show any significant difference on ways of improving management of welfare and job security of human resources for sustainability of public colleges of education in southeast Nigeria. The study among others advanced that colleges of education’s management team should establish staff welfare and job security programmes that are helpful and appropriate to emerging trends in work places.
The Employee Performance Analysis: The Role of Organizational Culture and Job Satisfaction Premesti, Ajeng Dwipa; Yuniningsih, Yuniningsih
Golden Ratio of Human Resource Management Vol. 3 No. 1 (2023): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v3i1.199

Abstract

All agencies want to get maximum results to achieve company targets and goals. Therefore, many companies must make efforts, one of which is by making improvements to human resources. In the current era of globalization, competition between human resources is increasing and competitive. This study discusses the analysis of employee performance. Analysis of the existence of organizational culture and job satisfaction on employee performance is the purpose of this research. The population in this study were all employees totaling 30 employees. Sampling is carried out on all members of the population that is used as a sample, which is called the saturated sampling technique. The number of 30 respondents who are employees. The data collection methods is questionnaires and observation. The analytical test tool used is SmartPLS 3.3.9 with the Partial Least Square method. In this study, the R-Square value was 60.2%. It has been concluded that in this study organizational culture has a positive influence and job satisfaction has a positive influence on employee performance.
Examining the Influence of Leadership Agility, Organizational Culture, and Motivation on Organizational Agility: A Comprehensive Analysis Arifin, Rois; Purwanti, Henny
Golden Ratio of Human Resource Management Vol. 3 No. 1 (2023): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v3i1.205

Abstract

The primary objectives of this study encompass three main aspects: firstly, to determine and thoroughly analyze the influence of Leadership Agility on Organizational Agility; secondly, to ascertain and examine the impact of Organizational Culture on Organizational Agility; and finally, to establish and evaluate the effect of Motivation on Organizational Agility. To accomplish these objectives, a research methodology comprising descriptive analysis and multiple linear regression analysis was employed, with a sample size consisting of 85 respondents. The outcomes derived from the multiple linear regression analysis revealed several noteworthy findings. Firstly, it was observed that Leadership Agility exerted a positive and significant influence on Organizational Agility. This suggests that leaders who possess agile qualities, such as adaptability, flexibility, and effective decision-making, contribute significantly to enhancing the overall agility of the organization. Secondly, the study found that Organizational Culture also played a crucial role in shaping Organizational Agility. A positive and significant relationship was identified, indicating that a strong and supportive culture that values innovation, collaboration, and learning fosters organizational agility. Lastly, the analysis demonstrated that Motivation exhibited a positive and significant impact on Organizational Agility. Motivated employees who are driven by intrinsic and extrinsic factors, such as recognition, rewards, and a sense of purpose, contribute to a more agile organization. Overall, this research underscores the importance of Leadership Agility, Organizational Culture, and Motivation in driving and sustaining Organizational Agility. The findings emphasize the significance of cultivating agile leaders, fostering a supportive culture, and nurturing employee motivation to enhance an organization's ability to adapt, innovate, and thrive in a dynamic business environment.
The Effect of Remuneration, Work Discipline and Motivation on Employee Performance Paulus, P.
Golden Ratio of Human Resource Management Vol. 3 No. 1 (2023): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v3i1.283

Abstract

The success and failure of activities within an organization are measured based on the performance of its employees. This performance can be influenced by various factors, such as remuneration, work discipline, and motivation. The purpose of this study is to analyze the effect of these three factors on the performance of employees at Office of Syahbandar and Port Authority (KSOP) Class IV Sintete West Kalimantan. This research uses a census method with a total of 70 respondents from the population related to the performance of employees at Office of Syahbandar and Port Authority (KSOP) Class IV Sintete West Kalimantan. Multiple regression analysis is used to analyze the data. The results of the study show that remuneration, work discipline, and motivation have a positive and significant influence on employee performance simultaneously. Specifically, work motivation is found to have the most dominant influence on employee performance. These findings suggest the importance of managing remuneration and motivation in improving employee performance. Work discipline also plays a crucial role in enhancing employee performance. However, it should be noted that this study has limitations in terms of its measurement and analysis techniques and its generalizability to other organizations. Further research could be conducted to expand understanding and explore other factors that affect employee performance.
Work-Family Conflict and Career Satisfaction of Employees in The Banking Industry of Ghana: The Role of Spiritual Intelligence Essandoh, Emmanuel; Ofori Appiah, Salomey; Tetteh Kwao, Isaac; Amfo-Antiri, Dorothy
Golden Ratio of Human Resource Management Vol. 3 No. 1 (2023): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v3i1.286

Abstract

The study empirically examined the role of spiritual intelligence in the nexus between work-family conflict and employees’ career satisfaction in the banking industry of Ghana. Design, methodology/approach-Given the reliance on explanatory research design, the study utilized structured questionnaire for gathering the primary data quantitatively from 335 randomly selected participants. A second-order model was configured in SMART PLS for testing of the directional hypotheses formulated. Findings- Both family-to-work and work-to-family conflict account for significant changes in employee career satisfaction. Also, the moderation analysis showed that spiritual intelligence brought variance into the model and had a small but significant positive effect on the relationship between work-to-family conflict and career satisfaction. The second effect of spiritual intelligence also brought variance into the model and had a small but significant negative effect on the relation between family-to-work and career satisfaction. Research limitations- Rural banks and other financial institutions were not included in the study, hence limiting the generalization of the findings from this perspective. Practical implication- Management of banks in Ghana would be encouraged to take specific actions that are likely to reduce the conflict between work and family roles to help their employees achieve their career satisfaction. Again, spiritual intelligence can be taught and encouraged at the workplace to help mitigate the psychological disorder created because of work-family conflict. Originality/value-Empirically, this study is the first of its kind that has sought to shed light on an understanding of the moderating effect spiritual intelligence on the nexus between work-family conflict and employees' career satisfaction in the Ghanaian banking sector the in Sub-Saharan country-context.

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