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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 25 Documents
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Search results for , issue "Vol. 5 No. 2 (2025): March - July" : 25 Documents clear
The Influence of Trust and Knowledge Sharing on Employee Performance: A Study at Alfamart Minimarkets in East Telukjambe, Karawang, Indonesia Wahyu, Priya Perdana; Raharso, Sri; Thahjawati, Sri Surjani
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.v5i2.1427

Abstract

This study examines the effect of trust and knowledge sharing on employee performance at Alfamart minimarkets in Telukjambe Timur District, Karawang Regency. A quantitative research approach was used by distributing structured questionnaires to 182 respondents who had worked for at least six months. The collected data were analyzed using multiple linear regression. The results showed that trust and knowledge sharing have a positive and statistically significant effect on individual and collective employee performance. Trust contributes to a sense of psychological safety and fosters collaborative relationships among employees, while knowledge sharing facilitates information exchange and enhances individual competence. These findings underscore the strategic importance of cultivating a collaborative organizational culture that promotes collective learning, thereby contributing to improved performance and competitiveness in the modern retail sector. Furthermore, both variables collectively explain 78.1% of the variance in employee performance, indicating their substantial contribution to effective workforce outcomes.
The Effect of Safety Leadership on Safety Compliance: The Mediation Role of Safety Behaviors and Safety Motivation Tahapary, Kevin Yosua; Laksono, Ali Ridho
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.v5i2.1328

Abstract

This study identifies problems that arise due to neglect or reduction in the use of necessary personal protective equipment (PPE), as well as the lack of routine inspection of the condition of PPE at PT. PRIA. In this context, the study examines the effect of safety leadership on safety compliance by considering the mediating role of safety behaviors and safety motivation. The method used in this study is a quantitative approach with a causal design. Data were collected through an online questionnaire distributed to 250 respondents using a purposive sampling. The independent variable in this study is safety leadership, while the dependent variable is safety compliance. Safety behaviors and safety motivation function as mediating variables that are expected to explain the relationship between safety leadership and safety compliance. Using a quantitative explanatory methodology, the research utilized Structural Equation Modeling with Partial Least Squares (SEM-PLS), which was used in this work via SmartPLS software. A structured survey was used to gather information from 250 employees in PT. PRIA. The findings reveal a positive relationship between safety leadership and safety compliance, considering the mediating role of safety behaviors and safety motivation.
Enhancing Culture and Retention through an Expanded Leader-Member Exchange Theory: A Focus on Commitment and Fairness Willie, Michael Mncedisi
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.v5i2.705

Abstract

This study investigates the implications of the high-quality Leader-Member Exchange (LMX) model on the dynamics of leader-follower relationships. It critically examines the model's limitations in addressing behavior, fairness, and mutual responsibilities within changing organizational contexts. A thorough literature review was conducted to analyze the relationship between LMX theory and its effects on key organizational outcomes, such as employee commitment, retention, and organizational culture. The result of this study states that the enhanced high-quality Leader-Member Exchange (LMX) model emphasizes the critical role of reciprocal obligations between leaders and employees in fostering affective, continuance, and normative commitment—key factors for improving employee retention. It also underscores the importance of cultivating an organizational culture that aligns with employee values, enhancing job satisfaction and reducing turnover. Strengthened high-quality LMX relationships ultimately contribute to sustainable organizational success. Practical Implications of this study state that organizations and scholars can apply the proposed model to improve leadership practices by fostering equitable, supportive, and robust LMX interactions. Addressing potential inequities and promoting inclusivity within the workplace can further enhance employee retention and satisfaction. This study advances the existing body of knowledge by introducing a conceptual model derived from literature. It demonstrates how mutual respect, friendships, and reciprocal responsibilities are precursors to employee commitment. The findings provide actionable insights for practitioners and policymakers to foster positive leader-member relationships and implement more effective and inclusive organizational structures.
Reflecting Staff Reward in Employee Output: A Validation of Henri Fayol's 7th Principle of Management Using Nigerian Manufacturing Sector Ikwuo, Ama Kalu; Nwite, Isaiah Michael; Ogechukwu Nworie, Gilbert
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.v5i2.957

Abstract

An inadequate employee reward system is one of the key reasons many employees approach their tasks with diminished enthusiasm, reduced focus, and inefficiency, which eventually hinders their productivity and undermines the overall success of the organization. To address the above problem, this study examined the effect of staff reward on the output of employees in Nigerian manufacturing firms thereby testing Henri Fayol's 7th Principle of Management. Specifically, the extent to which employee remuneration affects the value added of listed manufacturing firms in Nigeria was assessed, based on an ex-post facto research design. Purposive sampling was used in selecting a sample size of fifty-five out of the sixty-four listed manufacturing firms in Nigeria. Secondary data were collected from the annual reports of the firms between 2015 – 2023 accounting periods. Hypothesis was tested using panel estimated generalised least square with cross-section weights that addressed both heteroskedasticity and cross-sectional dependence. It was found that: staff reward significantly enhances employee output among listed manufacturing firms in Nigeria (β = 3.954302; p-value = 0.0000), aligning with the theoretical framework provided by Henri Fayol's 7th principle. In conclusion, an optimized reward system enhances organizational productivity by boosting employee engagement, as investing in staff rewards is a strategic move that improves performance and supports growth. Premised on this conclusion, we recommend that manufacturing firms should focus on designing compensation packages that are competitive within the industry, incorporate performance-based bonuses, and provide non-monetary incentives such as career development opportunities and recognition programs.
Organizational Commitment as a Mediation between Work Discipline and Organizational Culture on Social Service Employee Performance Candra Mustika, Rara Ayu; 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.v5i2.1135

Abstract

This study aims to analyze the influence of work discipline and organizational culture on employee performance with organizational commitment as a mediating variable in the Malang Regency Social Service. The research method used is quantitative with the Partial Least Squares (PLS) approach. The research sample consisted of 56 employees selected using the saturated sample technique. The study's results showed that work discipline positively and significantly affected employee performance, but organizational culture did not significantly influence employee performance. In addition, organizational commitment has been shown to mediate the relationship between work discipline and organizational culture on employee performance. These findings confirm that improved work discipline and a good organizational culture can encourage employee commitment, ultimately impacting performance. The implications of this study provide insight for public sector organizations in developing strategies to improve employee performance through strengthening work discipline, organizational culture, and organizational commitment.
AI-Enhanced HRM: A Catalyst for Employee Innovative Work Behavior Through Autonomy, Competence, and Relatedness Doan, Huy Hoang; Tran, Thi My Linh
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.v5i2.1269

Abstract

This study explored the role of artificial intelligence (AI) in human resource management (HRM) as a motivating factor that acts as an innovation for employees, based on the Theory of Self-determination (SDT). Specifically, the study examines how AI tools support autonomy, competence, and relatedness, which can enhance the ability of employees to create, promote, and implement new ideas. A quantitative survey was done with 250 employees from organizations in Vietnam who have integrated AI into HRM practice. The results showed that AI support for autonomy (β = 0.25, p < 0.01), competence (β = 0.30, p < 0.01), and relatedness (β = 0.20, p < 0.05) significantly predict innovative behavior, explaining 45% of the variance (R² = 0.45). Support for competence emerged as a factor to predict the most powerful, stressing the importance of training personalization and real-time feedback in promoting creativity. The findings contribute to the expansion of the SDT theory in the context of HRM technology applications and provide insights and practices for organizations to leverage AI to build a culture of innovation. Research suggests that AI tools designed to meet the psychological needs of employees can transform HRM into a strategic factor supporting innovation.
Analysis of The Influence of Leadership Style, Workload and Work Stress on Employee Performance: Empirical Study from The MATSC Branch of Aviation Navigation Service Provider Institution Amal A. R, Chaerul; Daga, Rosnaini; Samad, Abdul
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.v5i2.1282

Abstract

This study aims to determine and analyze the influence of leadership style variables, workload, and work stress on employee performance at the MATSC branch of an aviation navigation service provider institution. The analysis tool used in this study is data analysis using SPSS. The population in this study was all telecommunications technician employees of the MATSC branch of the aviation navigation service provider institution, totaling 94 employees. The results of the study indicate that: (1) Leadership style has a positive and significant effect on employee performance at The MATSC branch of aviation navigation service provider institution; (2) Workload has a negative but insignificant effect on employee performance at The MATSC branch of aviation navigation service provider institution; (3) Work stress has a negative but insignificant effect on employee performance at The MATSC branch of aviation navigation service provider institution; (4) Leadership style, workload and work stress simultaneously have a significant effect on employee performance at The MATSC branch of aviation navigation service provider institution.
Training Need Analysis for the Development of Digital Skills with Competency Certification in the Digital Era: A Study of University Students and Employees in Jakarta, Indonesia Cedaryana, C.; Indah DM, Devita Restu; Putri, Icha Vanida
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.v5i2.1291

Abstract

Technological advancements in the Digital era demand adaptive digital competencies from university students and employees. This study aims to analyze digital training needs and the role of competency certification, particularly from the National Professional Certification Agency (BNSP), in enhancing workforce readiness. A qualitative descriptive method was employed using data triangulation through closed-ended questionnaires with 100 respondents, in-depth interviews with 10 participants, and document analysis of training materials. The findings indicate that most respondents recognize the importance of digital skills such as Microsoft Office and data processing. Competency certification improves credibility and competitiveness, especially in financial management, human resource management, and digital marketing. However, challenges remain, including limited training infrastructure, low proficiency in advanced digital tools, and financial barriers. The study recommends stronger institutional support for competency-based training and certification facilitation to bridge digital skill gaps in the digital era.
The Impact of Organizational Culture and Human Resource Development on Physiotherapist Performance Praptiwi, Dewi; Cedaryana, C.; Sari, Rindi Nurlaila
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.v5i2.1297

Abstract

This qualitative research uses a case study approach to examine how the organizational culture and human resource development (HRD) initiatives impact the performance of physiotherapists at Klinik Bebas Cedera, PT Fisio Mitra Investasi. The data was obtained through detailed interviews with twelve physiotherapists from multiple branches, which were then analyzed thematically. The findings reveal that a culture that promotes professionalism, teamwork, and ongoing learning significantly enhances the performance of physiotherapists. Moreover, HRD programs such as training in dry needling and manual therapy improve technical competencies and increase self-confidence, resulting in improved patient care quality. Although the results are promising, the study highlights the importance of implementing consistent and comprehensive training across all branches to maintain performance gains. The research proposes strategies to reinforce organizational culture and HRD efforts to elevate the performance of physiotherapists further and improve service standards. This study offers valuable insights into how organizational elements can be optimized to advance health service outcomes.
Driving Sustainable Business Performance through Green HRM: Examining the Mediating Roles of Green Technology Innovation and Green Organizational Culture Rahman, Md Abidur; Saba, Nazifa Anbar
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.v5i2.1326

Abstract

Amid rising environmental challenges and competitive dynamics, organizations are progressively adopting sustainable human resource practices to secure a strategic edge. This study investigates the contribution of Green Human Resource Management (GHRM) to sustainable business performance (SBP), emphasizing the mediating roles of Green Technology Innovation (GTI) and Green Organizational Culture (GOC). Grounded in the Resource-Based View (RBV) and Ability-Motivation-Opportunity (AMO) theory, the research employs a quantitative approach, drawing data from multinational and local corporate organizations across the financial, telecommunications, and FMCG sectors in Dhaka and Chattogram, Bangladesh. Structural equation modeling (SEM) was employed to examine the proposed relationships. The results indicate that Green HRM positively influences business performance both directly and indirectly through GTI and GOC, highlighting their strategic importance as intangible assets and capability-enhancing mechanisms. This study advances theoretical understanding by integrating RBV and AMO perspectives and offers practical insights for managers seeking to embed sustainability into core HR and innovation strategies.

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