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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 184 Documents
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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.
The Influence of Job Security on Employee Welfare Moderated by Organizational Support for Contract Employees of the Padang City Fire Department, Indonesia Hayatie, Syarifah; Sandi, Hendrik Heri
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.v5i2.1338

Abstract

Employee welfare is one of the important factors in human resource management (HR) and creating a productive work environment. This study aims to analyze the effect of job security on employee welfare with organizational support as a moderator. The research method used is quantitative with a descriptive approach. Data was collected by distributing questionnaires to 140 contract employees and analyzed using Structural Equation Modeling (SEM). The study results indicate that job security has a positive and significant effect on employee welfare, as it is essential to help employees not worry about their future careers, promotions, and safety in the workplace. In addition, organizational support is a moderating variable that strengthens the relationship between job security and employee welfare. This finding proves that the higher the employee's perception of organizational support, the higher the positive influence of job security on well-being, especially for contract employees.
Antecedent and Consequences of Green Self-Efficacy: Cases from Gen Y Employees in Retail Industries Aldisa, Syafira; Emilisa, Netania; Arafah, Mutiara Jihad; Mariaulfa, Inge
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.v5i2.1343

Abstract

This research explores the impact of Green Transformational Leadership (GTL) and Green Perceived Organizational Support (GPOS) on Green Entrepreneurial Intention (GEI) among Generation Y employees in the retail sector of South Tangerang, with Green Self-Efficacy (GSE) serving as a mediating variable. Using data collected from 120 respondents, the analysis reveals that GTL and GPOS positively influence GSE. Nevertheless, only GTL directly contributes to GEI, whereas the influence of GPOS on GEI is mediated through GSE. These outcomes emphasize the critical role of leadership and organizational backing in enhancing employees' confidence to pursue green entrepreneurship. The study concludes that strengthening green self-efficacy and promoting environmentally conscious leadership are essential strategies to support sustainable innovation within retail organizations.
The Meaning of Employee Loyalty Among Millennials in the Age of Gig Economy and Side Hustles Bakhtiar, B.; Molang, Andi
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.v5i2.1607

Abstract

This study explores the evolving meaning of employee loyalty among millennials in the context of the gig economy and the increasing prevalence of side hustles. The primary objective of this research is to examine how millennial employees interpret and experience loyalty to their leading employers while simultaneously engaging in secondary income-generating activities. Employing a qualitative research design grounded in phenomenology, data were collected through in-depth semi-structured interviews and participant journals with 20 millennial professionals from diverse industries, all of whom maintained full-time jobs alongside active side hustles. Thematic analysis revealed four significant loyalty dimensions: relational alignment, conditional commitment, reciprocal trust, and identity integration. Rather than viewing loyalty as absolute or static, participants described it as situational, dynamic, and often negotiated over time based on perceived organizational support, leadership quality, work flexibility, and personal values. Contrary to assumptions that side hustles diminish organizational commitment, findings indicate that when supported and respected, side hustles can enhance employee engagement, innovation, and retention. The study offers theoretical contributions by recontextualizing loyalty through the lens of Social Exchange Theory and Boundaryless Career Theory, while also providing managerial implications for fostering sustainable loyalty in modern, plural workforces. These findings underscore the need for organizations to adopt inclusive and adaptive frameworks that recognize the evolving professional identities of millennial employees in a fluid labor economy.
The Role of Psychological Empowerment, Job Characteristic, and Reward System on Innovative Behavior Nabila, Dinda; Mansyur, Anwar
Golden Ratio of Human Resource Management Vol. 6 No. 1 (2026): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v6i1.1421

Abstract

The research investigates how psychological empowerment, job characteristics, and reward systems influence innovative work behavior. Employees demonstrating innovative spirit are very important for an organization facing the ever-changing market dynamics. Data for this research were gathered quantitatively by distributing questionnaires to PT Aji Putra Jaya staff members. Purposive sampling is the method of sampling that is used. Multiple linear regression will be used to analyse the data after validity and reliability tests using SPSS. The research results are expected to show that psychological empowerment, job characteristics, and partial and simultaneous incentive schemes significantly and favourably influence creative work practices. The study aims to develop employee empowerment programs, redesign jobs to increase autonomy, and create a more relevant reward system to encourage innovation.
Evaluating Public Service Performance in Food Safety Certification: The Role of Human Resource Competence, Information Technology, and Process Transparency at BBPOM Bandar Lampung, Indonesia Mega, Sri Wulan; Sugiono, Arif; Wijaya, Andi
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.v5i2.1423

Abstract

This study aims to evaluate the simultaneous influence of human resource competence, the utilization of information technology, and process transparency on public service performance, particularly in the certification of Good Processed Food Production Methods (CPPOB) at the Food and Drug Supervisory Agency (BBPOM) in Bandar Lampung, Indonesia. Responding to increasing public demands for food safety and the complexity of certification services, this research investigates how administrative and technological factors shape institutional performance. A quantitative approach was employed, involving 275 respondents who had accessed CPPOB certification services. Multiple linear regression analysis was conducted to measure the effect of each independent variable. The findings reveal that all three variables significantly influence public service performance, with human resource competence contributing the most (β = 0.313), followed by information technology (β = 0.152) and process transparency (β = 0.147). The study provides both theoretical and practical implications. Theoretically, it reinforces the discourse of public service delivery based on good governance and public value management. The results highlight the importance of institutional strategies focusing on employee training, digital infrastructure development, and transparent service procedures. These findings contribute to public sector reform efforts in Indonesia, particularly in enhancing responsiveness, efficiency, and accountability in food safety supervision.
Efficiency in Human Resource Management through the Digital System “Satu Kemenkeu”: An Evaluation of Automation within the Ministry of Finance in Indonesia Erwin, E.; Riau, Dwi Putranto; Akadira, Tora
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.v5i2.1551

Abstract

This study aims to evaluate the effectiveness of the digital automation system "Satu Kemenkeu" in enhancing human resource management (HRM) efficiency and productivity within the Ministry of Finance. Employing a descriptive qualitative approach, data were collected through in-depth interviews, observations, and document analysis involving 18 informants from various hierarchical levels. The findings indicate that the implementation of the system has reduced administrative service time by up to 43.7%, increased daily data entry volume from 24 to 47 entries per officer, and accelerated performance reporting by 53%. Moreover, the application provides real-time data access and incorporates performance evaluation features based on objective indicators, strengthening managerial decision-making processes. Nonetheless, challenges such as digital literacy gaps, reliance on central technical units, and limited regional infrastructure continue to hinder the system's optimal performance. The study recommends comprehensive user training strategies, reinforcement of local technical support, and the development of data-driven feedback mechanisms to ensure the sustainability of digital transformation in public sector HRM.
Analysis of Employee Job Satisfaction Based on the Roles of Job Enlargement, Cognitive Crafting, and Motivation Lumbantoruan, Pandaraman; Khairani, Cut; Setiani, Made Yudhi
Golden Ratio of Human Resource Management Vol. 6 No. 1 (2026): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v6i1.1656

Abstract

This study employs a mixed-method approach with an explanatory sequential design (QUAN→qual) to analyze the influence of job enlargement, cognitive crafting, and motivation on team member job satisfaction at the Regional Office of the Directorate General of Treasury of Aceh Province, in the context of implementing TREFA (Treasurer, Regional Chief Economist, and Financial Advisor) and shadow organization. The quantitative phase was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) on 47 employees divided into two clusters: 21 officials and 26 staff members. The qualitative phase was carried out through in-depth interviews with 11 key informants. The findings reveal a significant hierarchical disparity. Job enlargement positively affected officials (T-statistic = 2.871) but not staff members (T-statistic = 0.701). Cognitive crafting did not show a significant effect, although employees applied gamification and goal framing strategies. Motivation demonstrated a positive and significant effect at all levels (T-statistic = 3.158), with the highest path coefficient. The combined analysis identified three main phenomena: the Hierarchy-Differentiated Job Design Effect, the Cognitive Crafting Paradox, and Universal Public Service Motivation. The three variables had a significant influence with a coefficient of determination of 53.1%, although their contributions varied. This study contributes to developing Contextual Job Design Theory for the public sector and the Bounded Cognitive Crafting Model. It provides recommendations for implementing TREFA that are more aligned with the hierarchical characteristics of employees in the public sector.
Human Resources Performance in Public Services Through Strengthening the Work Environment, Self-Leadership, and Self-Efficacy Utami, Mega; Jusriadi, Edi; Maklassa, Dg.
Golden Ratio of Human Resource Management Vol. 6 No. 1 (2026): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v6i1.1220

Abstract

This study analyzes the influence of work environment, self-leadership, and self-efficacy on employee performance in providing public services. This study raises various experiences and new knowledge the author did not have before. Efforts to improve problems related to aspects of human resource management to obtain employees with quality performance can increase the knowledge and insight of researchers regarding the importance of performance and the role of the work environment, self-leadership, and self-efficacy. The type of research is quantitative research using a survey approach by providing questionnaires to test the influence of work environment variables, self-leadership, and self-efficacy on the Performance of Employees. The population used by the researcher was all state civil servants at the Ministry of Religion Office of Mamuju Regency, namely 491 employees. The number of samples was determined using the Slovin formula between 100 and 200, with the technical analysis being path analysis. The study results showed that the work environment, self-leadership, and Self-efficacy positively and significantly affect employee performance.

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