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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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Strengthening Employee Performance Through Leadership Style and Work Environment Support at Drinking Water Companies Mansyur, Herlin; Ikram , Muh.; Ahmad AC, Idrus
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.v4i2.477

Abstract

This research aims to analyze and explain the significant influence of the variables transformational leadership style, transactional leadership style, and work environment on employees of the Makassar City Regional Drinking Water Company. Employee discomfort at work can result in work being late. This disrupts the smooth implementation of the work of employees of the Makassar City Regional Drinking Water Company and indicates why employees lack enthusiasm for work and makes employee performance not optimal. The problem in this research is whether the transformational leadership style, transactional leadership style, and work environment have a significant influence on the employee performance of the Makassar City Regional Drinking Water Company. This type of research is quantitative research using questionnaires as a source of data collection. There were 86 participants in this research and were analyzed using a descriptive approach, validity and reliability testing, classical assumption testing, multiple linear regression analysis, and hypothesis testing. The results of this research show that The transformational leadership style has a significant effect on employee performance. The stronger the transformational leadership style possessed by the leader, the more employee performance will increase. A transactional leadership style does not have a significant effect on employee performance. This shows that the higher the perception of the transactional leadership style, the lower employee performance will be. The work environment has a significant effect on employee performance. This shows that the better the work environment felt by employees, the more the quality of employee performance at the Makassar City Drinking Water Regional Public Company will improve.
Examining Human Resource Management: A Qualitative Study of Psychological Elements and Strategic Approaches with Literature Review Ampauleng, A.; Abdullah, Salma; Jumady, Edy
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.v4i2.483

Abstract

This qualitative study explores the intricate relationship between psychological elements and strategic Human Resource Management (HRM) practices in shaping organizational effectiveness. Through an extensive literature review, key themes of employee engagement, motivation, and well-being are examined within the context of HRM. The analysis draws from theories such as social exchange theory, self-determination theory, and positive organizational behavior to elucidate the mechanisms driving employee behavior and attitudes. Strategic HRM practices, characterized by high-performance work systems and employee involvement, are also investigated for their impact on organizational outcomes. Findings underscore the significance of integrating psychological elements into HRM strategies, highlighting their role in fostering employee engagement, motivation, and well-being. The study emphasizes the importance of aligning HR practices with organizational goals and values to enhance employee satisfaction, retention, and performance. Moreover, the implications for HR practitioners and organizational leaders are discussed, emphasizing the need for a proactive approach to HRM that embraces innovation, flexibility, and agility. The study calls for future research to delve deeper into emerging trends and challenges in HRM, such as the influence of technology, remote work arrangements, and innovative HRM strategies, to inform evidence-based practices and promote organizational success.
Human Resource Management Strategy: Integrating Psychological Perspectives through Qualitative Description and Literature Review Halim, Ardiansyah; Susianah, S.; Gunawan, G.; Mansyur, Abd.; Tirtawana, Mery
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.v4i2.484

Abstract

This study explores the integration of psychological perspectives into Human Resource Management (HRM) strategy, aiming to understand its implications for organizational effectiveness. Employing a qualitative research design, the study conducts a systematic literature review to analyze existing literature relevant to the research topic. Data collection involves comprehensive search strategies using keywords related to HRM strategy, psychological perspectives, and organizational performance. Thematic analysis is employed to identify recurring patterns and themes within the literature. The findings indicate that integrating psychological perspectives into HRM strategy enhances employee motivation, engagement, and organizational performance. Psychological theories such as Maslow's hierarchy of needs, Herzberg's two-factor theory, and self-determination theory offer valuable insights into understanding employee behavior and motivation. The study highlights the importance of addressing employees' diverse psychological needs for autonomy, recognition, and meaningful work to foster a positive work environment. Furthermore, it emphasizes the role of talent development, recognition programs, and supportive leadership in enhancing organizational performance and competitiveness. The study concludes that integrating psychological perspectives into HRM strategy holds promise for promoting organizational effectiveness and employee well-being.
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 Work Conflict on Job Stress and Employee Performance Maryani, M.; Gazali, Agus Umar
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.v4i2.494

Abstract

This study examines the relationship between work conflict, job stress, and employee performance at Denpasar Hotel Makassar. The research hypotheses posit that work conflict positively and significantly influences employee performance, whereas job stress shows a positive but non-significant effect. A quantitative, cross-sectional design was employed, involving 40 respondents from Denpasar Hotel Makassar. Data was collected through questionnaires assessing perceptions of work conflict, job stress, and performance. The analysis utilized t-tests to explore these relationships. Key findings reveal that work conflict positively and significantly impacts employee performance, indicating that effective conflict management can enhance performance. Conversely, job stress demonstrated a positive but non-significant correlation with performance, suggesting that stress, while present, does not substantially impede performance and can sometimes act as a motivator. The implications for practice emphasize the need for conflict management strategies that harness conflict as a driver of performance and stress management approaches that convert stress into eustress to optimize employee outcomes. Future research should investigate these relationships in diverse organizational settings and through longitudinal studies to understand their long-term effects.
The Effect of Leadership Style, Compensation and Competence on Optimizing Organizational Performance Natsir, Rahmadhany; Ramli, Mansyur; Putra, Aditya Halim Perdana Kusuma
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.v4i2.510

Abstract

The purpose of this study is to determine the influence of leadership style, compensation, and competence on the optimization of organizational performance at the Brackishwater Aquaculture Fisheries Research Institute and Fisheries Extension (BRPBAPPP) Maros. The research design is quantitative, with data analysis techniques including classical assumption tests and multiple linear regression. The results of this study demonstrate that the leadership style implemented at BRPBAPPP Maros has a significant impact on organizational performance. Effective, transparent, and communicative leadership can enhance employee motivation and productivity, ultimately leading to a positive impact on the overall performance of the organization. Additionally, a fair and competitive compensation system significantly influences organizational performance, as does employee competence. Collectively, leadership style, compensation, and competence jointly contribute significantly to the optimization of organizational performance at BRPBAPPP Maros. Enhancing leadership style, improving compensation, and developing employee competence can increase the operational effectiveness and efficiency of the organization.
Unveiling the Intersection of Psychology and Strategic Management in Human Resource Management: A Descriptive Inquiry with Literature Review Pantih, Suwardhi
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.v4i2.645

Abstract

This study explores the intersection of psychology and strategic management in Human Resource Management (HRM), highlighting the complex dynamics underlying organizational behavior and performance. Through a comprehensive literature review, it becomes evident that integrating psychological insights with strategic management principles is essential for effectively understanding and managing human resources within organizations. From a theoretical perspective, this synthesis of literature contributes to the advancement of HRM theory by emphasizing the interconnectedness of psychological factors and strategic objectives. The recognition of the influence of individual and organizational dynamics underscores the need for holistic HRM approaches that consider both psychological principles and strategic imperatives. The findings of this study have significant implications for HRM practitioners and organizational leaders. It emphasizes the importance of aligning HRM practices with organizational goals and values. By understanding the psychological needs and motivations of employees, organizations can design HRM interventions that enhance employee engagement, satisfaction, and performance. Additionally, the recognition of contextual factors highlights the importance of flexibility and adaptability in HRM practices. This study also addresses the challenges and opportunities arising from digitalization, globalization, and workforce diversity, and how these trends can enhance HRM effectiveness and efficiency. By integrating psychology and strategic management, this research provides guidance for developing evidence-based HRM strategies that optimize organizational performance and promote employee well-being in an ever-changing business landscape.
Evaluation of Attendance Management Information System Employees at The Ministry of Religion Office Nawi, Rusdin; Sahid, Muhammad
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.v4i2.649

Abstract

The purpose of writing this thesis is to describe and evaluate the employee attendance management information system implemented by the Jeneponto Regency Ministry of Religion Office and evaluate through PIECES analysis where the management information system is evaluated in terms of performance, information, economy, control, efficiency and services generated from the employee attendance management information system. The type of research used is qualitative research. The approach used in this research is a phenomenological approach where the purpose of this approach is to study in depth about the situation at the Jeneponto Regency Ministry of Religion Office. The results of this study show descriptions of the employee attendance management information system implemented at the Jeneponto Regency Ministry of Religion Office where the management information system used is a combination of several existing components such as software, hardware and networks used to organize core activities of managing employee attendance data starting from the process of recording employee attendance data using the Pusaka application. Attendance recapitulation reports, meal allowances and performance allowances can be seen by employees in the Absensi application. Management of employee attendance data as material for preparing reports for payment of employee benefits in the HRMS Presence application. The system has worked in accordance with the standard operating procedures (SOP) applied, but the process of recording employee attendance using the Pusaka application is also influenced by network conditions and servers. Analysis of the information produced is very fast and accurate, but in the output of the recapitulation of meal allowances there are differences in understanding between the manager and the output results of the system. From an economic point of view, the system used is free because it was developed by the Bureau of Personnel and the Bureau of Public Relations, Data and Information (HDI) of the Secretariat General of the Ministry of Religious Affairs of the Republic of Indonesia. To avoid the system from data corruption, the database is stored at the head office and limits access rights to several types of user accounts, but there is no feature of the system to prevent employee fraud when manipulating GPS when recording attendance using the Pusaka application. In this system, there are no activities that require wasted time for both humans and computers used, the information produced is also not excessive so that this system is far from the indicators that a system can be said to be inefficient. This system service is very helpful for employees, managers and management because in addition to being easy to use, the information generated is also immediately used as material in preparing reports for payment of meal allowances and employee performance allowances.
The Effect of Job Satisfaction and Job Insecurity on Employee Turnover Intention Yusuf, Sulfani; Ferils, Muh.; Hajjad, Mu’fidatul Nurul
Golden Ratio of Human Resource Management Vol. 3 No. 2 (2023): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v3i2.678

Abstract

The objectives of this study are: 1. To determine the effect of job satisfaction and job insecurity partially on employee turnover intention at PT. Suraco Jaya Abadi Motor Mamuju. 2. To determine the effect of job satisfaction and job insecurity simultaneously on employee turnover intention at PT. Suraco Jaya Abadi Motor Mamuju. This research is a quantitative study with two independent variables and one dependent variable with the test tools to be used, namely 1) validity test, 2) reliability test, 3) multiple linear regression test, t test (partial) and f test (Simultaneous). The sample used in this study was 30 respondents. Research data processing using multiple linear regression with SPSS version 24.0 software tools to read the direction of the influence of the independent variable on the dependent variable partially t test and f test. The results showed that job satisfaction has no influence and is not partially significant on employee turnover intention at PT. Suraco Jaya Abadi Motor Mamuju. Job discomfort has a significant effect partially on employee turnover intention at PT. Suraco Jaya Abadi Motor Mamuju. The results also show that job satisfaction and job insecurity have no influence and are not significant simultaneously on employee turnover intention at PT. Suraco Jaya Abadi Motor Mamuju.
The Influence of Organizational Climate, Work Discipline, and Work Motivation on Employee Performance at The Office Education and Culture Office Syam, Akbar; Heryati, Yati; Hajjad, Mu’fidatul Nurul
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.v4i2.679

Abstract

This research design is quantitative research, which has the aim of knowing the organizational climate, work discipline, and work motivation on team member performance by taking research locations at the Office of Education and Culture of West Sulawesi Province. This study aims to find more deeply related to organizational conditions and team member attitudes in dealing with differences between employees, as well as the attitude of team member discipline at work as team member motivation to work as part of motivation. This study uses multiple linear regression analysis methods because it uses three independent variables and one dependent variable; the research tool uses a questionnaire using a sample of 100 respondents using total sampling who have the status of State Civil Apparatus (ASN) at the Office of Education and Culture of West Sulawesi Province. The t-test results in the table show that the t-value of the organizational climate variable (X1) is 4.192 while the t-estimated value is 1.66105 with a significant value of 0.000 <0.05. So that Ha is accepted and Ho is rejected. Work discipline (X2) is 7.544, while the t-estimated value is 1.66105. So it can be seen that t-calculated> t-estimated, so Ha is accepted and Ho is rejected, meaning that the work discipline variable significantly affects the performance of the West Sulawesi Provincial Education and Culture Office employees. Work motivation (X3) amounted to 9.052, while the t-estimated value was 1.66105. So, it can be seen that t-calculated> t-estimated, with a significant value of 0.000 <0.05. So that Ha is accepted and Ho is rejected. The simultaneous test results show that the f-value is 22.934> f-estimated 2.70 with a significant level of 0.000 <0.05, so this regression model can be used for team member performance variables at the West Sulawesi Provincial Education and Culture Office.

Page 17 of 19 | Total Record : 184

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