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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 25 Documents
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Search results for , issue "Vol. 5 No. 2 (2025): March - July" : 25 Documents clear
The Effect of Islamic Leadership on Organizational Commitment Through Organizational Culture as Mediating Variable Nima, Jazilah Lailatun; Maksum, Ikhsan
Golden Ratio of Human Resource Management Vol. 5 No. 2 (2025): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i2.893

Abstract

This research explores the influence of Islamic leadership on organizational commitment, with organizational culture serving as a mediating variable among employees. Utilizing a quantitative method, the study applied a saturated sampling technique and involved 61 respondents. Data was gathered through questionnaires distributed via Google Forms. The results demonstrate that Islamic leadership strongly and positively impacts organizational commitment. Leaders who embody Islamic values—trustworthiness, perseverance, and responsibility—encourage more extraordinary team member dedication. Furthermore, Islamic leadership shapes a positive organizational culture characterized by ethical conduct and shared values. The findings also highlight that organizational culture plays a crucial mediating role, reinforcing the link between Islamic leadership and organizational commitment. Employees report higher satisfaction and loyalty levels by fostering a culture of shared values and collaboration. This study underscores the importance of integrating Islamic leadership principles into organizational practices to enhance employee performance and commitment. It provides valuable insights into the relationship between leadership, culture, and organizational goals, emphasizing how ethical values can create a sustainable and harmonious work environment.
Exploration of the Influence of Big Five Personality Traits on Innovative Behavior Suciana, Frisca; Mansyur, Anwar
Golden Ratio of Human Resource Management Vol. 5 No. 2 (2025): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i2.970

Abstract

This study aims to analyze the relationship between Big Five Personality and innovative work behavior case study from Liquid Petroleum Gas (LPG) depot owners and employees in Tegal Regency, Indonesia. This study uses a quantitative approach with the correlational design method, while the data analysis technique includes instrument testing consisting of validity and reliability tests. After the instrument test, model and hypothesis testing were carried out to analyze the data. Data was collected through an e-survey using Google Forms and distributed to various LPG depots in the Tegal Regency. The research sample used a purposive sampling technique of 153 respondents selected to represent the population. This study lasted two months, from October to November 2024, to better understand the factors influencing innovative behavior in LPG distribution. The hypothesis test results showed that of the five dimensions of Big Five Personality, only Conscientiousness and Agreeableness significantly influence Innovative Work Behavior, with a value of t = 2.536, Sig. = 0.012 for Conscientiousness and t = 2.268, Sig. = 0.025 for Agreeableness. Meanwhile, Openness to Experience (t = 0.469, Sig. = 0.640), Extraversion (t = -0.812, Sig. = 0.418), and Neuroticism (t = 0.809, Sig. = 0.420) do not have a significant effect on Innovative Work Behavior because their significance values are greater than 0.05. Thus, not all personality dimensions have a significant role in encouraging innovative work behavior.
The Influence of Job Stress on Employee Performance Mediated by Job Satisfaction: A Study on Employees in the Food & Beverage Industry in Jabodetabek, Indonesia Gracia, Michella; Lusiana, Dewi
Golden Ratio of Human Resource Management Vol. 5 No. 2 (2025): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i2.1019

Abstract

This study aims to analyze the effect of job stress on team member performance mediated by job satisfaction in food and beverage industry employees in Jabodetabek. Job stress, which is defined as a condition in which employees face job demands that exceed their capacity, can hurt individual performance. On the other hand, job satisfaction plays an important role in improving team member performance, where satisfied employees tend to show higher productivity. This study examines the relationship between these three variables to provide deeper insights into how organizations can manage stress and improve job satisfaction to boost employee performance. The research was conducted using a quantitative approach and purposive sampling technique using questionnaires distributed to 260 permanent employees of the food and beverage industry in Jabodetabek with at least 1 year of service. Data analysis was conducted using the PLS-SEM (Partial Least Square Structural Equation Modeling) method using SmartPLS 4 software. The results showed that job stress does not have a significant adverse effect on job satisfaction, job stress does not have a significant adverse effect on employee performance, job satisfaction has a significant positive effect on employee performance, and job stress has a significant positive effect on employee performance through job satisfaction.
The Role of Leadership in Fostering Employee Engagement: A Literature Analysis Ramlan, Muchsin; Akob, Muh; Jumady, Edy
Golden Ratio of Human Resource Management Vol. 5 No. 2 (2025): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i2.864

Abstract

The primary objective of this research is to explore the critical role of leadership in fostering sustained employee engagement. By examining transformational, transactional, and servant leadership styles, this study seeks to identify the mechanisms through which these leadership approaches influence employee engagement. A qualitative literature review method was employed, involving a comprehensive analysis of peer-reviewed journal articles, books, and reputable online sources. The findings indicate that transformational leadership significantly enhances employee engagement through vision articulation, inspirational motivation, intellectual stimulation, and individualized consideration. Transactional leadership, with its emphasis on clear goals, feedback, and rewards, provides necessary structure and stability, particularly in regulated industries. Servant leadership, focusing on ethical behavior and community building, fosters trust, collaboration, and mutual respect, leading to higher engagement levels. The study also highlights key mechanisms such as emotional intelligence, effective communication, feedback, and organizational support as critical factors enabling leaders to create supportive and engaging work environments. Empirical evidence supports the positive impact of these leadership styles on employee engagement, underscoring their relevance in contemporary organizational contexts. Future research should further explore contextual factors, long-term effects, technological mediation, and diversity, equity, and inclusion (DEI) considerations to enhance the understanding of the leadership-engagement nexus. The insights gained from this study can help organizations develop targeted leadership programs that promote high levels of engagement, ultimately leading to improved organizational performance and employee satisfaction.
The Effect of Digital Transformation on Human Resource Management: Empirical Study From the Department of Culture and Tourism of South Sumatera Province, Indonesia Sari, Mayang Alya; Halin, Hamid; Afriyani, Fauziah
Golden Ratio of Human Resource Management Vol. 5 No. 2 (2025): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i2.1176

Abstract

This study aims to analyze the influence of digital transformation on human resource management at the Department of Culture and Tourism of South Sumatra Province. Digital transformation is key to improving operational efficiency, team member productivity, and data-based decision making. The research method used is quantitative with a simple linear regression analysis technique. Data were collected through questionnaires distributed to department employees as research respondents. The study results show that digital transformation positively and significantly affects human resource management. The implementation of digital technology contributes to increasing employee work effectiveness, optimizing information systems, and managing human resources that are more adaptive to change. Thus, the department needs to continue improving its digitalization strategy through training and developing digital competencies for its employees to optimize the benefits of digital transformation.
The Impact of Work-Life Balance and Job Satisfaction on Employee Productivity Cahyanuzul, Pramaesty Adinda; Handayani, Susi; Afriyani, Fauziah
Golden Ratio of Human Resource Management Vol. 5 No. 2 (2025): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i2.1177

Abstract

Employee productivity is an important factor in a company's success, especially in an increasingly tight business competition era. This study analyzes the impact of work-life balance and job satisfaction on PT. Brilliant Think Center employee productivity. The research method used is quantitative with a descriptive approach. Data were collected by distributing questionnaires to 94 PT Brilliant Think Center employees and analyzed using multiple linear regression. The study results show that work-life balance significantly affects employee productivity, where the balance between work and personal life increases efficiency and work motivation. Not only that, job satisfaction also has a positive impact on employee productivity, especially in increasing loyalty and work enthusiasm. Simultaneously, both variables contribute significantly to increasing employee productivity. This finding proves companies that support and create a more comfortable and motivating work environment. Thus, it is hoped that employee productivity can continue to increase, which ultimately positively impacts the company's growth.
The Effect of Work-Life Balance and Burnout on Employee Well-Being Putri, Syifa Hidayat; Lazuarni, Shafiera; Yeni, Y.
Golden Ratio of Human Resource Management Vol. 5 No. 2 (2025): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i2.1178

Abstract

Employee productivity is an important factor in a company's success, especially in an increasingly tight business competition era. This study analyzes the impact of work-life balance and job satisfaction. The research method used is quantitative with a descriptive approach. Data were collected by distributing questionnaires to 94 employees and analyzed using multiple linear regression. The study results show that work-life balance significantly affects employee productivity, where the balance between work and personal life increases efficiency and work motivation. Not only that, job satisfaction also has a positive impact on employee productivity, especially in increasing loyalty and work enthusiasm. Simultaneously, both variables contribute significantly to increasing employee productivity. This finding proves companies that support and create a more comfortable and motivating work environment. Thus, it is hoped that employee productivity can continue to increase, which ultimately positively impacts the company's growth.
Strengthening Digital Competence, Digital Leadership, and Employee Resilience in Improving Human Resource Performance in the Digital Era of Public Services Natasha, N.; AC , Ahmad; Anggoro, Yusuf Alfian Rendra
Golden Ratio of Human Resource Management Vol. 5 No. 2 (2025): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i2.1219

Abstract

This study is about the influence of digital leadership on employee performance at the Mamuju Regency Ministry of Religious Affairs Office, which faces unique challenges in digital transformation. This study is a new perspective on digital transformation in the regional public sector. Most previous studies have focused on implementing digital transformation in the private sector or central government agencies. The problems that arise in the performance of human resources faced with digital expertise are how uniform performance and performance improvement are. While using digital technology requires every employee to have good knowledge of information and communication technology, and have skills in operating information and communication technology technically, because in this digital era, the competencies needed by companies are no longer just about knowledge, but rather digital-based. The type of research used in this study is quantitative research. The population was taken from all the permanent employees of the Mamuju Regency Ministry of Religious Affairs Office, namely 491 employees. The sampling method was to sample as many as 220 people. The data analysis technique in this study uses descriptive analysis with multiple regression analysis. The results of this study are Digital Leadership has a positive and significant effect on employee resilience, Digital Competence has a positive and significant impact on employee resilience, Digital Leadership has a positive and significant effect on employee performance, Digital Competence has a positive and significant impact on employee performance, Employee Resilience has a positive and significant effect on employee performance, Digital Leadership has a positive and significant effect on employee performance, Digital Competence has a positive and significant impact on employee performance through employee resilience.
Human Resource Development Strategy Based on Learning Psychology: A Case Study at PT. TB Global Group Puteri, Andrea; Syukur, Aris Muhamad; Cedaryana, C.
Golden Ratio of Human Resource Management Vol. 5 No. 2 (2025): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i2.1263

Abstract

This research is motivated by the importance of psychological understanding in human resource (HR) development in the modern workplace. This study aims to address the question: How are the principles of learning psychology applied in HR development at PT TB Global Group, and how do they affect team member motivation, engagement, and performance? A qualitative approach with a case study method was employed. Data were obtained through observations of training and team member development processes and analysis of internal documentation. The principles of learning psychology, which include behaviorism, cognitivism, constructivism, and humanism, were applied in training programs, coaching, and career development. The findings reveal that this approach successfully enhances employee engagement and motivation. Most employees feel more valued, have room to grow, and are more actively contributing within teams. The work environment has also become more supportive, collaborative, and oriented toward continuous learning. These findings indicate that a holistic and contextual psychological approach can promote improved performance and strengthen commitment to the company.
The Influence of Self-Development and Internship Experience on Job Readiness: A Quantitative Study in Indonesian Higher Education Martiwi, Rini; Elyana, Instianti; Suardhita, Nyoman; Rahman, Aan
Golden Ratio of Human Resource Management Vol. 5 No. 2 (2025): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i2.1304

Abstract

This study investigates the influence of self-development and internship experience on job readiness among students participating in the Certified Internship and Independent Study Program (MSIB) Batch 5. Employing a quantitative descriptive approach with a causal design, data were collected from 50 purposively selected students using a structured online questionnaire. The analysis, conducted using SPSS version 26, involved multiple linear regression, t-tests, and F-tests. Results indicate that both self-development and internship experience have a positive and statistically significant effect on job readiness, both individually and simultaneously. The two variables together account for 92% of the variance in job readiness, demonstrating a strong model fit. These findings support existing theories such as Maslow’s hierarchy of needs and self-efficacy theory, affirming the role of personal growth and experiential learning. Practically, the study underscores the need for higher education institutions and internship providers to integrate structured personal development and industry-aligned internship programs to enhance students’ career preparedness and smooth their transition into the workforce.

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