Golden Ratio of Human Resource Management
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
Articles
175 Documents
<![CDATA[The Influence Of Competence, Motivation And Work Environment On The Performance ]]>
<![CDATA[Desmawati, D.]]>;
<![CDATA[Riyadi, Ari Slamet]]>
<![CDATA[ Golden Ratio of Human Resource Management Vol. 1 No. 1 (2021): August - February ]]>
Publisher : <![CDATA[Manunggal Halim Jaya ]]>
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<![CDATA[The purpose of this study is whether Competency, Motivation, and Work Environment have a positive and significant influence and which variable has the dominant influence on the Performance of Employees at the Watang Sawitto District Office in Pinrang Regency. The research method uses secondary data and primary data on 30 samples, the data collection methods used are observation, documentation, interviews, and questionnaires. The analysis model used is descriptive statistics and multiple regression analysis. The results of the study show that 1) Competence has a positive but not significant effect on the performance of employees at the Watang Sawitto District Office in Pinrang Regency. 2) Motivation has a positive and significant effect on the performance of employees of the Watang Sawitto District Office in Pinrang Regency. 3) The work environment has an effect but not significant on the performance of employees of the Watang Sawitto District Office in Pinrang Regency. 4) Motivation has a dominant effect on the performance of staff at the Watang Sawitto District Office in Pinrang Regency.]]>
<![CDATA[The Influence of Organizational Climate, Compensation and Work Environment on Employee Job Satisfaction ]]>
<![CDATA[Martini, M.]]>;
<![CDATA[Triyono, T.]]>
<![CDATA[ Golden Ratio of Human Resource Management Vol. 1 No. 1 (2021): August - February ]]>
Publisher : <![CDATA[Manunggal Halim Jaya ]]>
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<![CDATA[The purpose of this study was to analyze the effect of Organizational Climate, Compensation and Work Environment on Employee Job Satisfaction in Bantaeng District Land Estate. This research was conducted at the Bantaeng District Land Office. The population in this study were all employees at the Bantaeng District Land Office with a total of 37 employees. The sample used in this study is the entire population of 37 people because the total population is below 100. This research is a quantitative descriptive research with a survey method. Data collection was carried out using a questionnaire. Data analysis using descriptive statistics and multiple linear regression.The results of this study indicate that partially or simultaneously the variables Organizational Climate, Compensation and Work Environment have a positive and significant effect on employee job satisfaction at the Bantaeng District Land Office.]]>
<![CDATA[The Influence Of Leadership, Motivation And Communication On Employee Performance In Agency Regional Development Planning South Tangerang City ]]>
<![CDATA[Novaryansah, N.]]>;
<![CDATA[Suwanti, S.]]>
<![CDATA[ Golden Ratio of Human Resource Management Vol. 1 No. 1 (2021): August - February ]]>
Publisher : <![CDATA[Manunggal Halim Jaya ]]>
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<![CDATA[This research was conducted with the aim of: (1) To analyze the influence of leadership on employee performance at the Regional Development Planning Board of South Sulawesi Province; (2) To analyze the effect of motivation on employee performance at the Regional Development Planning Board of South Sulawesi Province; (3) To analyze the effect of communication on employee performance at the Regional Development Planning Board of South Sulawesi Province. This study uses primary data through a survey of 59 employees as a sample of the total number of employees of 143 employees with a minimum working period of 1 year as of December 2018, the survey was conducted from April to May 2019. The data was processed and analyzed using Statistical Packages for Social Science (SPSS) 20. The results of this study indicate that: (1) leadership has a positive and significant influence on the performance of employees at the Regional Development Planning Agency of South Sulawesi Province; (2) motivation has a positive and significant influence on employee performance at the Regional Development Planning Board of South Sulawesi Province; (3) communication has a positive and significant influence on employee performance at the Regional Development Planning Agency of South Sulawesi Province. This means that effective leadership has a positive impact on employees. The leader must play his function as a function of instruction, consultation, participation, delegation and control. Create high work motivation and multi-way communication will impact on improving employee performance.]]>
<![CDATA[The Effect of Work Environment, Commitment and Discipline on Employee Performance at PT. Bank Rakyat Indonesia (Persero) Tbk ]]>
<![CDATA[Roubun, Rita]]>
<![CDATA[ Golden Ratio of Human Resource Management Vol. 1 No. 1 (2021): August - February ]]>
Publisher : <![CDATA[Manunggal Halim Jaya ]]>
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<![CDATA[Human existence in the organization has a very vital position. The success of an organization is largely determined by the quality of the people working in it. Changes in the environment that are so fast demand their ability to capture the phenomenon of these changes, analyze their impact on the organization and prepare steps to deal with these conditions.]]>
<![CDATA[Work-Family Conflict and Career Satisfaction of Employees in The Banking Industry of Ghana: The Role of Spiritual Intelligence ]]>
<![CDATA[Essandoh, Emmanuel]]>;
<![CDATA[Ofori Appiah, Salomey]]>;
<![CDATA[Tetteh Kwao, Isaac]]>;
<![CDATA[Amfo-Antiri, Dorothy]]>
<![CDATA[ Golden Ratio of Human Resource Management Vol. 3 No. 1 (2023): August - February ]]>
Publisher : <![CDATA[Manunggal Halim Jaya ]]>
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DOI: 10.52970/grhrm.v3i1.286
<![CDATA[The study empirically examined the role of spiritual intelligence in the nexus between work-family conflict and employees’ career satisfaction in the banking industry of Ghana. Design, methodology/approach-Given the reliance on explanatory research design, the study utilized structured questionnaire for gathering the primary data quantitatively from 335 randomly selected participants. A second-order model was configured in SMART PLS for testing of the directional hypotheses formulated. Findings- Both family-to-work and work-to-family conflict account for significant changes in employee career satisfaction. Also, the moderation analysis showed that spiritual intelligence brought variance into the model and had a small but significant positive effect on the relationship between work-to-family conflict and career satisfaction. The second effect of spiritual intelligence also brought variance into the model and had a small but significant negative effect on the relation between family-to-work and career satisfaction. Research limitations- Rural banks and other financial institutions were not included in the study, hence limiting the generalization of the findings from this perspective. Practical implication- Management of banks in Ghana would be encouraged to take specific actions that are likely to reduce the conflict between work and family roles to help their employees achieve their career satisfaction. Again, spiritual intelligence can be taught and encouraged at the workplace to help mitigate the psychological disorder created because of work-family conflict. Originality/value-Empirically, this study is the first of its kind that has sought to shed light on an understanding of the moderating effect spiritual intelligence on the nexus between work-family conflict and employees' career satisfaction in the Ghanaian banking sector the in Sub-Saharan country-context.]]>
<![CDATA[The Effect of Emotional Intelligence on Team Performance: Case study in Government Hospital ]]>
<![CDATA[S, Lukman]]>
<![CDATA[ Golden Ratio of Human Resource Management Vol. 4 No. 1 (2024): August - February ]]>
Publisher : <![CDATA[Manunggal Halim Jaya ]]>
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DOI: 10.52970/grhrm.v4i1.299
<![CDATA[Organizational development requires human resources. Professional organizations manage systems and organizational mechanisms of existing resources to support flexible change responses. Hospitals, as one of the service industries with a very complex business process, certainly have enormous potential for optimization and efficiency improvements. The study aims to explore the relationship between emotional intelligence and team performance during the inter-institutionalized collaboration work process. This study was conducted in hospitals in South Sulawesi and Central Sulawesi Province. The study lasted for 6 (six) months in 2017. The sampling was done using cluster method and stratified random sampling based on Hospital Type and level of Health Officers. The data analysis approach used in this study was Partial Least Square (PLS) using WarpPLS software. The results show that emotional intelligence significantly and positively affected the team performance with a path coefficient value of 0.138 and a p-value (of 0.050). Based on the data analysis results, there is a significant direct influence between Emotional intelligence and team performance.]]>
<![CDATA[The Effect of Work Discipline, Work Motivation and Work Commitment on Employees Performance ]]>
<![CDATA[Helty, H.]]>;
<![CDATA[Serang, Serlin]]>;
<![CDATA[Amir, Muh.]]>
<![CDATA[ Golden Ratio of Human Resource Management Vol. 3 No. 2 (2023): March - July ]]>
Publisher : <![CDATA[Manunggal Halim Jaya ]]>
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DOI: 10.52970/grhrm.v3i2.326
<![CDATA[This research is quantitative research with an explanatory approach. The target population in this research were sales force employees at Toyota Hadji Kalla, Urip Sumoharjo Branch, Makassar City with a total sample of 42 employees. The sampling method in this research uses the census method. The data used in this research are primary and secondary data with data collection techniques in the form of observation, questionnaires, documentation and literature study. The analysis technique is validity and reliability testing, classical assumption testing and hypothesis testing using the multiple linear regression method.The research results show that Motivation and Commitment each have a positive and significant effect on employee performance, while Discipline has no effect on the performance of sales force employees at Toyota Hadji Kalla, Urip Sumoharjo Branch, Makassar City.]]>
<![CDATA[Apparatus Career Development Result of Structural to Functional Equalization ]]>
<![CDATA[Susanto, Yohanes]]>
<![CDATA[ Golden Ratio of Human Resource Management Vol. 4 No. 1 (2024): August - February ]]>
Publisher : <![CDATA[Manunggal Halim Jaya ]]>
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DOI: 10.52970/grhrm.v4i1.332
<![CDATA[This study examines the career development of government civil servants in the implementation of the policy of equalizing structural positions into functional positions and how the preparation of supporting factors and obstacles faced in the career development of the apparatus because of equalizing positions. The study employed a qualitative descriptive research method, with data collection through interviews, observation, and documentation of 11 informants in 4 regional apparatus of the city of Lubuklinggau, South Sumatra, Indonesia. The findings suggest that the equalization policy aimed at promoting the career progression of local government officers has not been fully effective. The other problems found are the ability of individual apparatus to collect credit numbers as proof of performance, mismatches of qualifications and competencies of positions, and work mechanisms that have not been adjusted after the equalization of positions. The recommendations of this study require adjustments to the work system, competency mapping, and priority training maps, as well as the preparation of counseling services for the apparatus resulting from the equalization of positions.]]>
<![CDATA[Organizational Commitment as Mediator Between Administrative Creativity and Job Performance among Department Managers at Al Hussein Bin Talal University ]]>
<![CDATA[Alleimoun, Audeh]]>;
<![CDATA[Ola Allaymoun, Ola]]>;
<![CDATA[Twaissi, Naseem. M.]]>;
<![CDATA[Alhawtmeh, Omar M.]]>;
<![CDATA[Othman, Mohamad Rosni]]>;
<![CDATA[Maqbool, Muath]]>
<![CDATA[ Golden Ratio of Human Resource Management Vol. 4 No. 1 (2024): August - February ]]>
Publisher : <![CDATA[Manunggal Halim Jaya ]]>
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DOI: 10.52970/grhrm.v4i1.333
<![CDATA[The study examines the impact of organizational commitment on administrative creativity and job performance among department managers at Al Hussein bin Talal University. Job performance refers to managers' ability to accomplish their duties efficiently and effectively. Administrative creativity refers to managers' ability to generate innovative ideas and solutions. Organizational commitment is loyalty to an organization. Quantitative research will be used in the study. Surveys will be distributed to Al Hussein bin Talal University department managers to collect data. The study will use validated measures of administrative creativity, organizational commitment, and job performance. Statistical analyses will be performed to examine the relationships and mediating effects among the variables, such as correlation analysis and mediation analysis. This study will impact human resource management and organizational development practices at Al Hussein bin Talal University. The university can improve department manager performance by fostering a culture that encourages innovation and administrative creativity. In addition, understanding organizational commitment can improve employee commitment to the organization.]]>
<![CDATA[How does Organizational Citizenship Behavior Influence The Service Quality of Bank Employees During The COVID-19 Pandemic? Evidence From in Bekasi, Indonesia ]]>
<![CDATA[Siregar, Edison]]>;
<![CDATA[Juniasti, Riwandari]]>;
<![CDATA[Tobing, Fery]]>
<![CDATA[ Golden Ratio of Human Resource Management Vol. 4 No. 1 (2024): August - February ]]>
Publisher : <![CDATA[Manunggal Halim Jaya ]]>
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DOI: 10.52970/grhrm.v4i1.350
<![CDATA[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.]]>
