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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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Analysis of Functional Position Preferences for Procurement Managers Based on Perception, Potential, Motivation, and Interest Using Fishbone Diagrams So'immawati, S.; Sunarno, AG; Sumekar, Kertati
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.v5i1.702

Abstract

This study aims to identify and analyze the causes and effects of the preferences of the Functional Position of Goods / Services Procurement Manager (JF PPBJ) reviewed from the perspective of perception, potential, motivation and interest using Fishbone analysis in an effort to improve the Functional Position of Goods / Services Manager at the Regional Secretariat of Rembang Regency. The lack of the number of goods/services procurement managers has resulted in the fulfillment of the elements of professionalism of goods / services procurement managers in the form of human resources implementing goods and services procurement in this case JF PPBJ has not been optimal and fulfilled. This study uses a qualitative approach with data collection techniques in the form of interviews, observations, and documentation. The research informants involved by the researcher were 15 (fifteen) people. The results of this study indicate that things that can be done to meet the needs of the Functional Position of Procurement Manager of Goods and Services are by implementing a renaksi (action plan) for fulfilling JF PPBJ until at least 60% of the needs are met through the first appointment , namely the Civil Servant Candidate (CPNS) acceptance path, appointment from other positions in the form of appointment of Civil Servants (PNS) from other positions into JF PPBJ (position transfer), increasing competency tests or functional training organized by the Government Goods / Services Procurement Policy Institute (LKPP) as the JF PPBJ Supervisory Agency, the existence of guarantees and certainty from the Regional Government to design legal protection (ranperkada) related to JF PPBJ, providing additional income to improve the welfare of JF PPBJ, implementing the procurement process of goods/services according to procedures to mitigate risks related to the law, and maintaining JF PPBJ so that it is not transferred because in terms of maturity it will have an impact on the decline in the ITKP ratio value (Governance Index). With these efforts, the Procurement of Goods and Services Section of the Rembang Regency Secretariat is able to fulfill the elements of procurement professionalism in the form of human resources implementing the procurement of goods/services in this case, JF PPBJ and contribute to providing better services to the community.
The Effect of Leadership, Ability, and Work Motivation on Employee Performance: Case Study of Agriculture Office, Wajo Regency, Indonesia Nurfadillah, N.; Serang, Serlin; Imaduddin, I.
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.v5i1.713

Abstract

This study aims to analyze the effect of leadership style, workability, and work motivation on employee performance at the Wajo Regency Agriculture and Food Security Office. The main hypothesis tested is that the three variables have a positive and significant effect on employee performance. This research uses a quantitative approach with data collection methods through questionnaires distributed to 60 employees as research samples. Data analysis was performed using multiple linear regression, validity, reliability, and classical assumption tests. The results showed that leadership style, workability, and work motivation have a significant positive influence on employee performance. These findings emphasize the importance of inclusive leadership, employee placement according to ability, and strong motivation from within and the work environment to improve performance. This research implies the need to improve the quality of leadership and human resource management in government agencies to achieve optimal performance. Further research is recommended to involve other variables, such as work environment and compensation, as well as expanding the number of samples and research context to gain a more comprehensive understanding.
Enhancing Human Resource Competence through Informative Communication Techniques by North Sumatra Election Supervisory Body for Preventing 2024 Election Violations Ramadhani, Ahmad; Kustiawan, Winda
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.v4i2.756

Abstract

This study aims to analyze the implementation of the Informative Communication Technique of the North Sumatra Election Supervisory Agency in Socializing the Prevention of Election Violations 2024. This type of research is included in field research with a qualitative approach. Data collection was carried out through observation and interviews with relevant parties in Bawaslu North Sumatera. The data obtained were analyzed descriptively and interpretatively with a focus on explanations in the form of words, although there were some quantitative data that were analyzed qualitatively. The results showed that the informative communication techniques applied by Bawaslu North Sumatra were successful. There was a significant increase in public understanding of election regulations, marked by a decrease in the number of campaign violations and increased participation in reporting violations. In addition, the training and workshops conducted for political parties succeeded in increasing their level of compliance with election regulations. These communication techniques also reflect the principles of honesty, transparency and responsibility in accordance with Islamic teachings, making the electoral process more fair and democratic.
Leveraging Digital Resources: A Resource-Based View Perspective Willie, Michael
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February
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
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
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
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.
Psychological Insights into Human Resource Management Strategy: A Qualitative Exploration and Review of Literature Asriati, A.
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.503

Abstract

This study explores the integration of psychological insights into human resource management (HRM) strategies, examining its implications for recruitment and selection, training and development, performance management, and organizational culture. The research aims to elucidate the mechanisms through which psychological principles influence HRM practices and to examine the role of cultural diversity in shaping the effectiveness of HRM strategies. A multi-level perspective is adopted, considering individual, group, and organizational factors in shaping HRM outcomes. The study employs a comprehensive literature review methodology, synthesizing findings from diverse sources to provide insights into the complex interplay between psychology and organizational practices. Key findings highlight the importance of personality assessment, cognitive abilities, cultural fit, and emotional intelligence in recruitment and selection processes. Additionally, the study underscores the significance of adopting a learner-centered approach to training design and the role of positive feedback interventions in enhancing performance management practices. Furthermore, the research emphasizes the pivotal role of leadership in shaping organizational culture and driving cultural change. The study contributes to advancing theoretical understanding and informing evidence based HRM practices.
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
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
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.

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