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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 16 Documents
 1   2 
Search results for , issue "Vol. 4 No. 1 (2024): August - February" : 16 Documents clear
The Effect of Emotional Intelligence on Team Performance: Case study in Government Hospital S, Lukman
Golden Ratio of Human Resource Management Vol. 4 No. 1 (2024): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i1.299

Abstract

Organizational development requires human resources. Professional organizations manage systems and organizational mechanisms of existing resources to support flexible change responses. Hospitals, as one of the service industries with a very complex business process, certainly have enormous potential for optimization and efficiency improvements. The study aims to explore the relationship between emotional intelligence and team performance during the inter-institutionalized collaboration work process. This study was conducted in hospitals in South Sulawesi and Central Sulawesi Province. The study lasted for 6 (six) months in 2017. The sampling was done using cluster method and stratified random sampling based on Hospital Type and level of Health Officers. The data analysis approach used in this study was Partial Least Square (PLS) using WarpPLS software. The results show that emotional intelligence significantly and positively affected the team performance with a path coefficient value of 0.138 and a p-value (of 0.050). Based on the data analysis results, there is a significant direct influence between Emotional intelligence and team performance.
Apparatus Career Development Result of Structural to Functional Equalization Susanto, Yohanes
Golden Ratio of Human Resource Management Vol. 4 No. 1 (2024): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i1.332

Abstract

This study examines the career development of government civil servants in the implementation of the policy of equalizing structural positions into functional positions and how the preparation of supporting factors and obstacles faced in the career development of the apparatus because of equalizing positions. The study employed a qualitative descriptive research method, with data collection through interviews, observation, and documentation of 11 informants in 4 regional apparatus of the city of Lubuklinggau, South Sumatra, Indonesia. The findings suggest that the equalization policy aimed at promoting the career progression of local government officers has not been fully effective. The other problems found are the ability of individual apparatus to collect credit numbers as proof of performance, mismatches of qualifications and competencies of positions, and work mechanisms that have not been adjusted after the equalization of positions. The recommendations of this study require adjustments to the work system, competency mapping, and priority training maps, as well as the preparation of counseling services for the apparatus resulting from the equalization of positions.
Organizational Commitment as Mediator Between Administrative Creativity and Job Performance among Department Managers at Al Hussein Bin Talal University Alleimoun, Audeh; Ola Allaymoun, Ola; Twaissi, Naseem. M.; Alhawtmeh, Omar M.; Othman, Mohamad Rosni; Maqbool, Muath
Golden Ratio of Human Resource Management Vol. 4 No. 1 (2024): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i1.333

Abstract

The study examines the impact of organizational commitment on administrative creativity and job performance among department managers at Al Hussein bin Talal University. Job performance refers to managers' ability to accomplish their duties efficiently and effectively. Administrative creativity refers to managers' ability to generate innovative ideas and solutions. Organizational commitment is loyalty to an organization. Quantitative research will be used in the study. Surveys will be distributed to Al Hussein bin Talal University department managers to collect data. The study will use validated measures of administrative creativity, organizational commitment, and job performance. Statistical analyses will be performed to examine the relationships and mediating effects among the variables, such as correlation analysis and mediation analysis. This study will impact human resource management and organizational development practices at Al Hussein bin Talal University. The university can improve department manager performance by fostering a culture that encourages innovation and administrative creativity. In addition, understanding organizational commitment can improve employee commitment to the organization.
How does Organizational Citizenship Behavior Influence The Service Quality of Bank Employees During The COVID-19 Pandemic? Evidence From in Bekasi, Indonesia Siregar, Edison; Juniasti, Riwandari; Tobing, Fery
Golden Ratio of Human Resource Management Vol. 4 No. 1 (2024): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i1.350

Abstract

This quantitative study investigates the relationship between organizational citizenship behavior (OCB) and service quality among 168 employees working in Bank Perkreditan Rakyat (BPR) establishments in East Bekasi, Indonesia. The research employs linear regression analysis to examine the extent to which OCB influences service quality within the context of BPRs. The sample was drawn from various BPRs in East Bekasi, utilizing structured surveys to collect data on employees' OCB and perceived service quality. The findings reveal a significant and positive relationship between organizational citizenship behavior and service quality. Specifically, employees who exhibit higher levels of OCB tend to contribute positively to the quality of services provided by BPRs. These results underscore the importance of fostering a culture of OCB within BPRs to enhance service quality and meet customer expectations effectively. The implications of this study extend to BPR managers and policymakers, highlighting the importance of promoting and incentivizing OCB among employees as a strategy for improving service quality and maintaining competitiveness in the financial services sector. Further research is recommended to explore additional factors that may influence the relationship between OCB and service quality and to validate the findings in different organizational contexts and geographical locations.
Unraveling the Dynamics of Performance Measurement: A Qualitative Study on Adopting Continuous and Datadriven Approaches in Performance Management Adawiyah, Andi
Golden Ratio of Human Resource Management Vol. 4 No. 1 (2024): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i1.407

Abstract

This qualitative research explores the dynamics of performance measurement within organizations, focusing on the adoption of continuous and data-driven approaches. The study aims to understand the significance of real-time feedback, predictive analytics, and organizational culture in enhancing performance management practices. The research methodology involves a comprehensive literature review, synthesizing insights from diverse sources such as scholarly articles, books, and reports. Purposive sampling is employed to select relevant literature on performance measurement, data analytics, and organizational behavior. Data collection involves systematically gathering and analyzing information from selected sources, using techniques like content analysis and thematic coding. The findings highlight the importance of continuous performance measurement in driving organizational agility and strategic alignment. Additionally, the study identifies challenges related to data integration, quality assurance, and cultural resistance that organizations face in adopting data-driven approaches. Technological advancements, particularly in predictive analytics and machine learning, offer promising solutions to address these challenges and enhance performance measurement effectiveness. Overall, the research contributes to theoretical understanding and managerial practice by providing insights into the role of real-time feedback, predictive analytics, and organizational culture in performance management.
Understanding Human Resource Management: Exploring Psychological Dynamics and Strategic Approaches through Qualitative Description and Literature Review Syam, Shofiana
Golden Ratio of Human Resource Management Vol. 4 No. 1 (2024): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i1.440

Abstract

This qualitative research study aims to explore the intersection of human resource management (HRM) practices with psychological dynamics and strategic approaches. The research methodology involves a systematic literature review to analyze existing literature on HRM, psychological theories, and strategic HRM practices. Through comprehensive literature search and selection, relevant sources were identified from academic databases, scholarly journals, and books. Data extraction and analysis were conducted using thematic analysis techniques to identify key themes, concepts, and findings related to psychological dynamics and strategic HRM. The findings reveal the critical role of psychological theories, such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, in understanding employee motivations and behaviors. Additionally, strategic HRM approaches, including Guest's model and High-Performance Work Systems (HPWS), were identified as effective frameworks for aligning HRM practices with organizational goals. The integration of technology, such as artificial intelligence and predictive analytics, emerged as a key trend in enhancing HRM efficiency and effectiveness. Overall, this research highlights the importance of addressing employees' psychological needs and leveraging strategic HRM practices to foster organizational success and employee well-being.
The Effect of Organizational Culture, Work-Life Balance, and Job Satisfaction on Non-Commercial Employee Work Engagement Munawar, Ma’sum; Suriyanti , S.
Golden Ratio of Human Resource Management Vol. 4 No. 1 (2024): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i1.452

Abstract

A person's attachment to their work (work engagement) is a view that is satisfying and provides positive motivation related to work results, which is characterized by a high level of enthusiasm and strong identification with one's work. Employees with high work engagement will be able to mobilize all their abilities for the progress and sustainability of the company. The problem formulation in this research is to determine the influence of Organizational Empowerment, Work Life Balance, and Job Satisfaction on the Work Engagement of Employees of the Non-Commercial Division of PT. Royalboard Banguninti Granito. Research data was taken using observation techniques and questionnaires using Google Form media, with a sample of 56 staff-up employees. The data analysis technique used is multiple linear regression analysis to prove the research hypothesis. Data that has met validity, reliability, and classical assumption tests is then processed to obtain a regression equation. Based on the results of this research, it can be concluded that there is a positive and significant influence of the variables Organizational Culture, Work Life Balance, and Job Satisfaction on Work Engagement among employees PT. Royalboard Banguninti Granito both simultaneously and partially.
The Effect of Work Environment and Individual Characteristics on Employee Productivity Maryani, M.; Gazali, Agus Umar
Golden Ratio of Human Resource Management Vol. 4 No. 1 (2024): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i1.493

Abstract

This study investigates the impact of the work environment and individual characteristics on employee productivity at PT. Bumi Sarana Beton Kalla. The hypothesis posits that both factors significantly influence work productivity. Utilizing a quantitative approach, the research surveyed all 138 company employees in Makassar, with a sample size of 58 respondents determined via the Slovin formula. Primary data were gathered through questionnaires addressing demographic information and responses to measured variables: work environment and individual characteristics. Data analysis involved multiple linear regression, partial t-tests, F-tests, and determination coefficients (R²). The findings reveal that the work environment and individual characteristics positively and significantly affect employee productivity. The regression analysis shows positive coefficients for both variables, indicating that improvements in these factors correlate with increased productivity. These results align with previous studies highlighting the importance of environmental and individual factors in driving work productivity. The implications of this study suggest that companies should focus on creating supportive work environments and fostering the development of individual employee characteristics to enhance productivity. Further research is recommended to validate these findings across different industries and locations and explore technology's role in the work environment.
The Effect of Emotional Intelligence on Team Performance: Case study in Government Hospital S, Lukman
Golden Ratio of Human Resource Management Vol. 4 No. 1 (2024): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i1.299

Abstract

Organizational development requires human resources. Professional organizations manage systems and organizational mechanisms of existing resources to support flexible change responses. Hospitals, as one of the service industries with a very complex business process, certainly have enormous potential for optimization and efficiency improvements. The study aims to explore the relationship between emotional intelligence and team performance during the inter-institutionalized collaboration work process. This study was conducted in hospitals in South Sulawesi and Central Sulawesi Province. The study lasted for 6 (six) months in 2017. The sampling was done using cluster method and stratified random sampling based on Hospital Type and level of Health Officers. The data analysis approach used in this study was Partial Least Square (PLS) using WarpPLS software. The results show that emotional intelligence significantly and positively affected the team performance with a path coefficient value of 0.138 and a p-value (of 0.050). Based on the data analysis results, there is a significant direct influence between Emotional intelligence and team performance.
Apparatus Career Development Result of Structural to Functional Equalization Susanto, Yohanes
Golden Ratio of Human Resource Management Vol. 4 No. 1 (2024): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i1.332

Abstract

This study examines the career development of government civil servants in the implementation of the policy of equalizing structural positions into functional positions and how the preparation of supporting factors and obstacles faced in the career development of the apparatus because of equalizing positions. The study employed a qualitative descriptive research method, with data collection through interviews, observation, and documentation of 11 informants in 4 regional apparatus of the city of Lubuklinggau, South Sumatra, Indonesia. The findings suggest that the equalization policy aimed at promoting the career progression of local government officers has not been fully effective. The other problems found are the ability of individual apparatus to collect credit numbers as proof of performance, mismatches of qualifications and competencies of positions, and work mechanisms that have not been adjusted after the equalization of positions. The recommendations of this study require adjustments to the work system, competency mapping, and priority training maps, as well as the preparation of counseling services for the apparatus resulting from the equalization of positions.

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