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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 175 Documents
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Determination of Work Motivation, Leadership Style, Employee Competence on Job Satisfaction and Employee Performance Hajiali, Ismail; Fara Kessi, Andi Muhammad; Budiandriani, B.; Prihatin, Etik; Sufri, Muhammad Mukhlis
Golden Ratio of Human Resource Management Vol. 2 No. 1 (2022): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (640.974 KB) | DOI: 10.52970/grhrm.v2i1.160

Abstract

The goal of this study was to look at the impact of work motivation, leadership style, and competence on job satisfaction, as well as the effects of work motivation, leadership style, and competence on performance, job satisfaction's impact on performance, and the impact of work motivation, leadership style, and competence on performance via job satisfaction. The research will take place at LLDIKTI-IX. The study's population and sample size were 125 employees (complete sampling). The data from the questionnaire was analyzed with the use of AMOS 18 and the Structural Equation Model. According to the findings, work motivation has a negative and significant impact on job satisfaction. Employee motivation in existence, connectedness, and growth is still low, but it is necessary to improve employee job satisfaction. Employee performance is influenced by competence in a positive but insignificant way. Employee competency is still a career development issue, with little attention paid to the role of innovation and technology in improving employee performance. Employee performance is influenced by competence through job satisfaction in a positive but insignificant way. Employee job satisfaction is poor in enhancing their performance since applying competencies that have been directed thus far is still like meeting work needs.  
The Effect of Supervision, Compensation, Character on Work Discipline Hajiali, Ismail; Fara Kessi, Andi Muhammad; Budiandriani, B.; Prihatin, Etik; Sufri, Mukhlis
Golden Ratio of Human Resource Management Vol. 2 No. 2 (2022): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v2i2.85

Abstract

This study comprehensively examines the relationship between the variables Supervision, Compensation, Character on Work Discipline. The study was conducted for 3 months at PT. PLN Makassar City with a total sample of 30 respondents from employees of PT. PLN. The data analysis method used multiple linear regression. The results of the study stated that Supervision has a significant effect on Work Discipline. This can be seen from the results of the t-test with a t-value of 0.767 smaller than t-estimated 1.687 and a significant (H1 is accepted). Compensation has a significant effect on employee with the t value of 1.354 smaller than the t table of 1.687 and a significant value of < 0.001 (H2 is accepted). Character does not have a significant effect on Work Discipline. This can be seen from the results of the t-test on the monitoring variable with the t-value of 0.128 smaller than the t-estimated of 0.900 and a significant value of 0.900 (H3 is not accepted). This study suggest to improve the quality of supervision to employees and provide better supervision by providing tighter and maximum regulations so that automatically the symptoms of irregularities or errors can be prevented and will increase work discipline.
Analysis of The Effect of Organizational Justice, Worklife Balance on Employee Engagement and Turnover Intention Mulang, Hastuti
Golden Ratio of Human Resource Management Vol. 2 No. 2 (2022): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v2i2.169

Abstract

The problem that managers or leaders face in an organization or company to compete in ensuring the organization's survival is the existence of employees as human resource assets. Turnover intentions arise in employees when there is perceived injustice and work-life balance in the company because needs are not met. This study uses a quantitative approach, with the type and source of data in this study being primary data in the form of a questionnaire given to the entire sample of 70 employees of PT. BSB–Kalla Group. Data analysis used a quantitative method with SEM using the SmartPLS. The study results found that employee engagement cannot be a mediating variable on organizational justice and work-life balance on turnover intention. The direct effect shows positive and significant results from the two independent variables on the dependent variable. Indirectly mediated by employee engagement, the two independent variables negatively affect the dependent variable on the turnover intention. Based on the results of the research and discussion described previously, it can be concluded in this study that turnover intention is determined by the application of organizational justice to the company and creates a work-life balance for each employee through employee engagement as a mediating variable.
The Role of HRM Factors in Improving Performance Analysis of Local Government Financial Reports Susanto, Yohanes; Rambano, Dheo
Golden Ratio of Human Resource Management Vol. 2 No. 2 (2022): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v2i2.176

Abstract

The central government authorized the local government to manage its finances independently in the regional autonomy system. The local government system must be transparent and accountable. The Report on Local Government Finances is one of the government tools to accountable it. However, based on the audit report in 2017, the Local Government Finances the Government of Musirawas, South Sumatera, Indonesia found inaccuracy. The research aims to examine the factors that influence the quality of the Local Government Finance of the Government of Musirawas, South Sumatera, Indonesia. The number of respondents is 110 persons from the government apparatus who represent their working unit of the Finance Management in the Government of Mursirawas, South Sumatera, Indonesia. The research utilizes a Structural Equation Modelling (SEM) method.   The research results showed that the Performance quality of the LAPD in the Government of Musirawas, South Sumatra, Indonesia, is simultaneously influenced by the competency of the Apparatus human resources, motivation, and the local accounting system; partially, it was influenced by the apparatus human resource competency.
Examining Linkage Between Transactional Leadership, Organizational Culture, Commitment and Compensation on Work Satisfaction and Performance Nurlina, N.
Golden Ratio of Human Resource Management Vol. 2 No. 2 (2022): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v2i2.182

Abstract

The purpose of this study was to analyze the effect of transactional leadership, organizational culture, commitment, and compensation on job satisfaction. The research was conducted at the Agricultural Quarantine Center for the South Sulawesi Region with a population of 193 respondents. Data from the questionnaire were analyzed using the Structural Equation Model using the help of AMOS 18. The results found that transactional leadership directly had a positive and significant effect on employee job satisfaction. Organizational culture has a negative and significant effect on employee job satisfaction. organizational commitment has a significant effect on employee job satisfaction. Compensation has a significant effect on employee job satisfaction. Transactional leadership directly has a significant effect on employee performance. Organizational culture has insignificant effect on employee performance. Organizational commitment has significant effect on employee performance. Compensation has significant effect on employee performance. Job satisfaction has significant impacts employee performance. Indirectly, transactional leadership through job satisfaction positively and significantly affects employee performance. Indirectly, organizational culture through job satisfaction has a negative and insignificant effect on employee performance. Indirectly, organizational commitment through job satisfaction positively and significantly affects employee performance. Indirectly, compensation through job satisfaction has a positive and significant effect on employee performance.  
Work Motivation and Organizational Culture on Work Performance: Organizational Citizenship Behavior (OCB) as Mediating Variable Widarko, Agus; Anwarodin, M. Khoirul
Golden Ratio of Human Resource Management Vol. 2 No. 2 (2022): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v2i2.207

Abstract

The purpose of this study was to analyze the effect of work motivation, organizational culture, organizational citizenship behavior on civil servant (ASN) performance.  The sample size is 236 ASN respondents from Blitar Regency, East Java Province, Indonesia. The sampling method used is stratified proportional random sampling, which involves taking samples from the existing area and selecting progressively smaller or larger sizes. After that, it is calculated using Random Sampling using the Slovin Formula. The study stated that motivation directly affects organizational citizenship behavior (OCB). Employees with high intrinsic motivation impact organizational citizenship behavior (OCB) better because they show an attitude of working more than other employees as a form of their perspective of responsibility. Organizational culture has no direct effect on organizational citizenship behavior (OCB). Motivation directly affects performance. ASN performance is directly affected by organizational citizenship behavior. The role of OCB in mediating organizational culture on performance is not fully capable of intervening. The results of this study support the theoretical implications, namely the stronger organizational citizenship behavior (OCB), and supported by good employee work motivation; work behavior will increase. Apart from that, managerially, management can benefit from the results of this study by utilizing a combination of variables.
Management of Welfare and Job-Security of Employees for Sustainability of Colleges of Education in Nigeria Ngozi Ibelegbu, Anthonia; Abanyam, Friday Ekahe; Nwachukwu, Chinwendu; J. Garba, Hannatu
Golden Ratio of Human Resource Management Vol. 3 No. 1 (2023): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v3i1.184

Abstract

This investigation examined ways of improving management of welfare and security of human resources for sustainability of public colleges of education in South-East Nigeria. Two specific purposes and two null hypotheses were used to carry out the study. It adopted descriptive survey research design. The study involved a population of 486 senior administrators in the study area. All the 486 senior administrative officers were involved in the study; since it was of a manageable size there was no sampling in the study. A structured, 35-item questionnaire which was validated by three lecturers was used to collect data for the study. Cronbach Alpha reliability technique was used to ascertain the reliability of the instrument; and it yielded reliability coefficients of 0.76 and 0.84 respectively for the two clusters. Data collection was carried out with the help of seven research assistants. From 486 copies of the questionnaire administered, 462 copies representing 95.1% were correctly answered and returned. The collected data were analyzed with mean and analysis of variance (ANOVA) at 0.05 level of significance. From the data collected and analyzed, the study identified 16 ways of improving management of welfare and 19 ways of improving management job security of human resources for sustainability of public colleges of education in southeast Nigeria. The mean ratings of participants did not show any significant difference on ways of improving management of welfare and job security of human resources for sustainability of public colleges of education in southeast Nigeria. The study among others advanced that colleges of education’s management team should establish staff welfare and job security programmes that are helpful and appropriate to emerging trends in work places.
The Employee Performance Analysis: The Role of Organizational Culture and Job Satisfaction Premesti, Ajeng Dwipa; Yuniningsih, Yuniningsih
Golden Ratio of Human Resource Management Vol. 3 No. 1 (2023): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v3i1.199

Abstract

All agencies want to get maximum results to achieve company targets and goals. Therefore, many companies must make efforts, one of which is by making improvements to human resources. In the current era of globalization, competition between human resources is increasing and competitive. This study discusses the analysis of employee performance. Analysis of the existence of organizational culture and job satisfaction on employee performance is the purpose of this research. The population in this study were all employees totaling 30 employees. Sampling is carried out on all members of the population that is used as a sample, which is called the saturated sampling technique. The number of 30 respondents who are employees. The data collection methods is questionnaires and observation. The analytical test tool used is SmartPLS 3.3.9 with the Partial Least Square method. In this study, the R-Square value was 60.2%. It has been concluded that in this study organizational culture has a positive influence and job satisfaction has a positive influence on employee performance.
The Effect of Remuneration, Work Discipline and Motivation on Employee Performance Paulus, P.
Golden Ratio of Human Resource Management Vol. 3 No. 1 (2023): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v3i1.283

Abstract

The success and failure of activities within an organization are measured based on the performance of its employees. This performance can be influenced by various factors, such as remuneration, work discipline, and motivation. The purpose of this study is to analyze the effect of these three factors on the performance of employees at Office of Syahbandar and Port Authority (KSOP) Class IV Sintete West Kalimantan. This research uses a census method with a total of 70 respondents from the population related to the performance of employees at Office of Syahbandar and Port Authority (KSOP) Class IV Sintete West Kalimantan. Multiple regression analysis is used to analyze the data. The results of the study show that remuneration, work discipline, and motivation have a positive and significant influence on employee performance simultaneously. Specifically, work motivation is found to have the most dominant influence on employee performance. These findings suggest the importance of managing remuneration and motivation in improving employee performance. Work discipline also plays a crucial role in enhancing employee performance. However, it should be noted that this study has limitations in terms of its measurement and analysis techniques and its generalizability to other organizations. Further research could be conducted to expand understanding and explore other factors that affect employee performance.
Examining the Influence of Leadership Agility, Organizational Culture, and Motivation on Organizational Agility: A Comprehensive Analysis Arifin, Rois; Purwanti, Henny
Golden Ratio of Human Resource Management Vol. 3 No. 1 (2023): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v3i1.205

Abstract

The primary objectives of this study encompass three main aspects: firstly, to determine and thoroughly analyze the influence of Leadership Agility on Organizational Agility; secondly, to ascertain and examine the impact of Organizational Culture on Organizational Agility; and finally, to establish and evaluate the effect of Motivation on Organizational Agility. To accomplish these objectives, a research methodology comprising descriptive analysis and multiple linear regression analysis was employed, with a sample size consisting of 85 respondents. The outcomes derived from the multiple linear regression analysis revealed several noteworthy findings. Firstly, it was observed that Leadership Agility exerted a positive and significant influence on Organizational Agility. This suggests that leaders who possess agile qualities, such as adaptability, flexibility, and effective decision-making, contribute significantly to enhancing the overall agility of the organization. Secondly, the study found that Organizational Culture also played a crucial role in shaping Organizational Agility. A positive and significant relationship was identified, indicating that a strong and supportive culture that values innovation, collaboration, and learning fosters organizational agility. Lastly, the analysis demonstrated that Motivation exhibited a positive and significant impact on Organizational Agility. Motivated employees who are driven by intrinsic and extrinsic factors, such as recognition, rewards, and a sense of purpose, contribute to a more agile organization. Overall, this research underscores the importance of Leadership Agility, Organizational Culture, and Motivation in driving and sustaining Organizational Agility. The findings emphasize the significance of cultivating agile leaders, fostering a supportive culture, and nurturing employee motivation to enhance an organization's ability to adapt, innovate, and thrive in a dynamic business environment.

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