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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 184 Documents
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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.
Strengthening Human Resources, Infrastructure, and Services on the Performance of Wosu Community Health Center Employees, West Bungku District, Morowali Regency Fatmala, Ririn; AC, Ahmad; Rizal, Samsul
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.437

Abstract

This research aims to determine the influence of resources on employee performance at the Wosu Community Health Center UPTD, West Bungku District, Morowali Regency. Infrastructure for Employee Performance at UPTD Wosu Health Center, West Bungku District, Morowali Regency, and Services for Employee Performance at UPTD Wosu Health Center, West Bungku District, Morowali Regency. According to Nabawi (2019), employee performance achievements are the result of work in carrying out tasks assigned by the work unit organization. Alternatively, the quality and quantity performance achieved by an employee in carrying out his duties by the responsibilities given to him (Fitri Handayani et al., 202). So, indicators of a person's performance achievements are determined based on norms, standard operating procedures, criteria, and functions that have been determined or are in force (Wijaya, 2017). This type of research is descriptive with a quantitative approach using a questionnaire as a source of data collection. This research uses an explanatory research method using multiple linear analysis techniques. The results of the research show that: 1. Human Resources have a positive and significant effect on employee performance; this shows that the presence of good and quality human resources can improve employee performance; 2. Infrastructure has a positive and significant effect on employee performance, which shows that the availability of complete Infrastructure can encourage improving employee performance. 3. Service has a positive and significant effect on employee performance; this shows that providing good service can influence the quality of service received by patients, which is an effective strategy for improving the performance of employees who are satisfied with their performance.
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 Role of Effective Communication in Harmonizing Work Relations and Increasing Employee Work Productivity Sultan, Zulkifli
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.455

Abstract

This research was carried out to determine the extent of effective communication's role in harmonizing work relationships between leaders, subordinates, and co-workers and what the results of employee work productivity are due to the role of effective communication. This research was conducted at the Bawaslu office in the South Sulawesi Province, with a total research population of 552. The sample was determined using purposive sampling so that 104 people were spread across 24 (twenty-four) districts/cities with the criteria of employee tenure and status. technical executive officer. The research results show that effective communication influences work relationships and employee work productivity. However, it was found that work relations do not impact work productivity.
Integrating of Human Resource Development Innovation and Utilization of Information Technology on Performance Istiqhotsah, Vyatriaka; Maklassa, Dg.; Muchran, Muchriady
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.457

Abstract

This research aims to analyze and understand the influence of innovation in human resource development and the use of information technology on the performance of beauty clinic employees in Makassar City. The research design that will be used in this research is explanatory. The location of this research is the Alisa Skin Clinic in Makassar City. The population in this study was 89 employees at several beauty clinics in the city of Makassar. The sampling technique used in this research was saturated. The sample taken in the research was 82 respondents (based on total employees in several beauty clinics in Makassar City) at Alisa Skin Clinic, Anna Clinic Makassar, and Fraizthetic Clinic. The data analysis technique used in this research is multiple linear regression analysis with the help of software via the Statistical Product And Service Solution application to carry out calculations. Multiple linear regression analysis was used. The research results show that innovation in human resource development has a positive and significant effect on the performance of beauty clinic employees in Makassar City. The use of information technology has a positive but not significant effect on the performance of beauty clinic employees in Makassar City.
Strengthening Person Organization Fit and Innovative Work Behavior Through Psychological Capital and Leader-Member Exchange Purnama, Ika Rezki; AC, Ahmad; Rendra Anggoro, Yusuf Alfian
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.458

Abstract

This study investigates the interrelationships among Psychological Capital, Leader-Member Exchange (LMX), Person-Organization Fit (POF), and Innovative Work Behavior (IWB) within the context of the construction industry in Makassar. The research aims to determine the direct and indirect effects of Psychological Capital and LMX on POF and, subsequently, on IWB among employees. Specifically, the study poses the following research questions: (1) Does Psychological Capital influence Person-Organization Fit among construction company employees? (2) What is the impact of Leader-Member Exchange on Person-Organization Fit in this setting? (3) How do Psychological Capital and Leader-Member Exchange directly affect Innovative Work Behavior? (4) Do Psychological Capital and Leader-Member Exchange indirectly influence Innovative Work Behavior through Person-Organization Fit? The significance of this research lies in its potential to enhance understanding of key human resource constructs and their interplay, which could inform the development of HR management practices. Moreover, the findings are expected to provide actionable insights for construction companies aiming to foster a culture of innovation among their workforce. The methodology encompasses the collection of primary data from 397 employees across various construction companies, employing proportional stratified random sampling to select 199 respondents based on the Slovin Formula with a 5% precision level. Path analysis is conducted using the AMOS 24 software to analyze the data. The anticipated outcomes of this research include the establishment of significant relationships between Psychological Capital and both Person-Organization Fit and Innovative Work Behavior, as well as between Leader-Member Exchange and Person-Organization Fit. Furthermore, the study seeks to explore whether Psychological Capital and Leader-Member Exchange can enhance Innovative Work Behavior mediated by Person-Organization Fit. The results aim to contribute both theoretically to academic discourse and practically as a resource for organizational development in the construction sector.
The Effect of Discipline Development and Work Motivation on the Performance: Empirical Study from Civil Servants at the Spatial Planning Office Bekasi City, Indonesia Hernandi, Futri Utami; Juddy Prabowo, R.M
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.461

Abstract

The quality of Human Resources (HR) is a critical factor in enhancing the performance of an agency's workforce. Consequently, highly skilled HR is vital for boosting team member performance. At the Bekasi City Spatial Planning Office, it has been noted that employee performance has not yet met the established work standards. Employee performance is influenced by various factors, including the development of discipline and work motivation. This study aims to investigate the extent to which discipline and work motivation contribute to the performance of civil servants at the Bekasi City Spatial Planning Office, both individually and collectively. Utilizing a quantitative research methodology, this study surveyed 45 civil servants from the Bekasi City Spatial Planning Office through random sampling. Data collection was conducted using questionnaires, while data analysis was performed through descriptive and associative methods using SPSS version 26. The findings reveal that the development of discipline positively influences employee performance, whereas work motivation alone does not significantly impact performance. However, when discipline and work motivation are enhanced together, they significantly improve the performance of civil servants at the Bekasi City Spatial Planning Office.
Creating Beginner Student-Preneurs Through Human Resource Investment Fahmi, Zul; Jam'an , Andi; Harrang, Agus Salim
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.469

Abstract

The independent entrepreneurship program is a program initiated by the Ministry of Education, Culture, Research, and Technology aimed at students who have an interest in the world of business, and provides students with the opportunity to be part of this independent entrepreneurship program. Independent Learning Campus Policy (MBKM). Muhammadiyah University of Makassar as one of the implementing campuses has collaborated in the last few years in implementing this independent entrepreneurship program. This can be seen as an important effort to invest in more specific human capital that will prepare and encourage students to enter the world of economics, especially entrepreneurship. The type of research used in this research is a qualitative approach. The collection technique uses tri-angulation, data analysis is inductive and qualitative, and the results of qualitative research emphasize meaning rather than generalization (Sugiyoni, 2011). The unit of analysis in this research is the individual as an informant. The informants in this research are employees, some of whom have certain positions to fulfill several informant criteria in this research, namely informants who have been working for a long time, informants who are willing to provide information regarding the research object, informants who are directly involved in all activities of the independent entrepreneurship program. The data analysis technique for this research uses a qualitative descriptive method, namely presenting data in written form and explaining what it is according to the data obtained from the research results. The results of this research invite students to be more practical through the process of providing entrepreneurial mindsets and competencies, developing and creating business concepts, entrepreneurial practices and development. Opportunity to study outside campus to develop knowledge in the field of entrepreneurship. This program will also provide benefits for students to get credit recognition from a series of activities carried out amounting to the equivalent of 20 credits.

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