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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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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.
Leveraging Digital Resources: A Resource-Based View Perspective Willie, Michael
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February (Article in Press)
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.415

Abstract

In today's rapidly evolving digital landscape, organisations are challenged to strategically deploy digital resources to secure competitive advantage. Drawing upon the Resource-Based View (RBV) theory, this paper explores the intricate interplay between digital resources and organisational success. Through thematic analysis of empirical literature, the study delves into key facets such as data utilisation, digital platforms, technological capabilities, talent management, agility, and strategic partnerships. Methodologically, qualitative research techniques, notably thematic analysis, are employed to synthesise existing research findings. The study uncovered that human capital is pivotal in propelling digital transformation and fostering innovation. Organisational success in the digital era relies on implementing effective methods for managing digital talent, including recruiting, training, and keeping workers with digital competence. The study also highlights the strategic significance of digital resource utilisation within the RBV framework. Finally, the paper presents practical implications for organisational leaders seeking to harness digital resources effectively to achieve sustainable competitive advantage in the digital era. Findings underscore the strategic importance of digital resource utilisation in enhancing organisational competitiveness and driving long-term growth. The study contributes to understanding how organisations can optimally leverage digital resources within the RBV framework.
Job Resources, Employee Engagement, and Innovative Work Behaviour of Bank Employees: Does Sex Matter? Dei Mensah, Rebecca; Boateng, Richard kofi; Kwesi Papa Andoh, Raphael
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February (Article in Press)
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.419

Abstract

This study examined the relationships between job resources, employee engagement, and innovative work behavior among bank employees, taking into consideration gender differences. Data were gathered from 159 bank workers in the Cape Coast metropolis using a structured questionnaire, and data analysis was carried out using Structural Equation Modelling 4.9.8. A multigroup analysis was also done to assess how different gender roles affect the relationship between job resources, employee engagement, and the innovative work behavior of bank workers. The study found that job resources did not have a direct relationship with innovative work behavior but did so indirectly through employee engagement. Furthermore, the multigroup analysis revealed that when women have access to good job resources, they feel more engaged in their work, increasing their innovative behaviors compared to men. This study addresses a knowledge vacuum in the banking industry by examining the relationships between job resources, employee engagement, and innovative work behavior. It offers empirical evidence in a context that has yet to be extensively studied.
Exploring the Role of Psychology in Strategic Human Resource Management: A Qualitative Perspective with Literature Review Paroli, P.
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February (Article in Press)
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.424

Abstract

This qualitative study explores the integration of psychological principles into Strategic Human Resource Management (SHRM) practices and its implications for organizational performance. The research aims to elucidate the role of psychology in shaping HR strategies, particularly focusing on employee motivation, satisfaction, and engagement. A comprehensive literature review was conducted to synthesize existing research on psychological theories such as Maslow's hierarchy of needs, Herzberg's two-factor theory, and social identity theory in the context of SHRM. The study also investigates the impact of leadership paradigms, including transformational and authentic leadership, on organizational culture and effectiveness. Findings suggest that integrating psychological insights into HR practices enhances employee well-being, resilience, and organizational performance. Transformational and authentic leadership principles contribute to creating a positive work environment characterized by collaboration, innovation, and employee empowerment. The research underscores the importance of interdisciplinary collaboration between psychology and HRM in optimizing human capital management efforts.
Engagement as a Lever: The Impact of Talent Management on Turnover Intentions at Ghana's Lands Commission Ofori Appiah, Salomey; Boateng, Richard kofi
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February (Article in Press)
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.450

Abstract

This study examined the moderation effect of employee engagement in the relationship between talent management and turnover intentions of workers at the Ghana Lands Commission. The study used the human capital and equity theories to explain the relationships among the constructs. The study used the quantitative approach and structural equation modelling (SEM) and employed structural equation modeling (SEM). Data was obtained from 300 employees using a three-wave survey approach that assured accuracy and reduced common method bias, resulting in a final sample of 250 respondents. The study found a positive significant effect of talent management on turnover intention. Again, employee engagement was found to significantly reduce employees’ intentions to quit, showing engagement's protective role against the potentially negative consequences of certain talent management practices. Finally, the study found engagement as a significant negative moderator on the link between talent management and turnover intentions. This emphasizes the need to cultivate a work environment that promotes participation, equality, and transparency in people management practices to reduce employee turnover and increase organizational stability.
Learning Motivation as Mediating Variable on The Effect of Transformational Leadership on Job Performance Kiswanto, Nanda; Yulianti, Praptini
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February (Article in Press)
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.515

Abstract

This study examines and analyzes the effect of transformational leadership on learning motivation and job performance and the effect of learning motivation as a mediating variable. This research was conducted by distributing questionnaires to research respondents, namely employees in factory 1 grade 5, 6, and 7 (operator level) at PT. Petrokimia Gresik, Indonesia, with 207 employees as the respondents. Data were analyzed using Structural Equation Modeling (SEM) Partial Least Square (PLS). Findings: The results of this study state that transformational leadership has a significant positive effect on learning motivation and job performance. Learning motivation also has a significant positive effect on job performance. In addition. The existence of this research has implications that state that in increasing employee job performance, transformational leadership and learning motivation need to be improved. Learning motivation acts as a partial mediating variable in mediating the relationship between transformational leadership and job performance, which later becomes a new finding in this study.
The Effect of Motivation and Competency on Work Productivity of Employee: Case Study at The Population and Civil Registration Office, Sarolangun Regency, Indonesia Mubarrok, Husni; Rasid, Fahmi; Wahyudi, Heri
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February (Article in Press)
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.538

Abstract

The research entitled the influence of motivation and competence on the work productivity of employees at the Population and Civil Registration Service of Sarolangun Regency, Indonesia which analyzes the influence of motivation and competence on the work productivity of employees of the Population and Civil Registration Service of Sarolangun Regency uses descriptive statistical analysis methods and verification analysis in the form of partial least squares (PLS) and SPSS 21. Research results where motivation directly has a significant effect on employee productivity, where the t statistical value (6.080) is greater than the t-estimated (2.006). Then the competency variable directly has a significant effect on employee productivity, where the statistical t-value (2.450) is greater than the t-estimated (2.006). The results of this research have implications for efforts to increase employee work motivation in each work unit so that it will have an impact on increasing employee productivity.
Evaluation of Training Effectiveness of Kirkpatrick Model on Blended Learning and Classical Training in Sarolangun District Government Sulistiyono, Arif; Ginting, Ginta; Khalid, Idham
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February (Article in Press)
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.539

Abstract

This research aims to evaluate the effectiveness of the Kirkpatrick training model in leadership training for supervisors in the Sarolangun Regency Government. The study compares the effectiveness of supervisor leadership training conducted using classical methods and blended learning methods. A quantitative comparative research method is employed. The study's population comprises 80 individuals for training evaluation at levels 1 and 2, and 160 individuals for training evaluation at levels 3 and 4. Primary and secondary data sources are utilized. Data collection techniques include interviews, questionnaires, and documentation. The Likert scale measurement is conducted using Microsoft Excel, and hypothesis testing is performed using SPSS 26.0 software. The results indicate that the evaluation using the Kirkpatrick model between blended learning and classical methods obtained a P value (0.523 > 0.05), indicating that Ho is accepted and Ha is rejected. This means there is no significant difference in the Kirkpatrick model evaluation results between training using blended learning methods and classical methods.
Collaboration of Stakeholders and AI in The Implementation of New Public Service in The Digital Era Faruq, M.; Wardiyanto , Bintoro; Umpain, Siti Hatijah; Toyib, Muchammad
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February (Article in Press)
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.656

Abstract

This study emphasizes the importance of applying the New Public Service (NPS) concept in public service management in the digital era through a Systematic Literature Review (SLR) of five articles from Scopus (2021-2024). The analysis indicates that NPS can enhance the quality of public services in an inclusive, collaborative, and responsive manner. NPS promotes stakeholder collaboration, AI integration in services, and citizen involvement in public value creation. The main challenges in implementing NPS are bureaucratic cultural resistance and insufficient policy dissemination. This study underscores the need for leaders to develop strong commitment, improve effective communication, strengthen cross-sector collaboration, and involve the community in the transition towards NPS. Furthermore, the research highlights the necessity of an integrated public service ecosystem framework to facilitate collaboration among the government, private sector, and society, providing innovative solutions to public service challenges in the digital era.

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