cover
Article Per Year (5 Year)
All
Home Page
OAI Link
Editorial Team
Contact
Reviewer
Google Scholar
Contact Name
Aditya Halim Perdana Kusuma Putra
Contact Email
adityatrojhan@gmail.com
Phone
+6282292222243
Journal Mail Official
adityatrojhan@gmail.com
Editorial Address
Jl. Abubakar Lambogo, Karuwisi, Kec. Panakkukang, Makassar City, South Sulawesi 90231
Location
Kota makassar,
Sulawesi selatan
INDONESIA
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
 5   6   7   8   9 
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
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
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.
The Effect of Transformational Leadership Style and Organizational Commitment on Employee Performance With Organizational Climate as Intervening Variable Nugraha, Adi
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.v5i1.688

Abstract

This study aims to determine the effect of transformational leadership style and organizational commitment on employee performance with the intervening variable of organizational climate at Budi Agung Pati General Hospital. The variables of this study are transformational leadership style, organizational commitment, organizational climate, and employee performance. This research is a study using a quantitative approach. This type of research is associative research or research that examines the influence between variables. The number of research samples taken was 220 respondents from a population of 281 RSU Budi Agung Pati employees. Sampling using probability sampling technique with simple random sampling technique. Data collection using a questionnaire. The results of this study are as follows: transformational leadership style has a positive and significant effect on employee performance, organizational commitment has a positive and significant effect on employee performance, transformational leadership style has a positive and significant effect on organizational climate, organizational commitment has a positive and significant effect on organizational climate and organizational climate has a positive and significant effect on employee performance.
Leader-Member Exchange and Organisational Performance: A Review of Communication, Biases, and Personality Challenges Willie, Michael Mncedisi
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.v5i1.697

Abstract

This study investigated how high-quality Leader-Member Exchange (LMX) relationships influence organizational performance, focusing on open communication, personal biases, and personality clashes in shaping these relationships and their outcomes. An empirical literature review was conducted by searching databases such as JSTOR, PubMed, and Google Scholar for articles related to LMX theory, communication, biases, and personality clashes. Peer-reviewed articles from recent decades were reviewed through abstracts and full texts, with the thematic analysis used to synthesize the findings. High-quality LMX relationships, characterized by trust, mutual respect, and open communication, significantly enhance organizational performance. These relationships lead to greater job satisfaction, team member engagement, and productivity, as well as support Organisational Citizenship Behaviours (OCB) and proactive behaviors, fostering innovation and collaboration. However, personal biases, the underutilization of skilled personnel, failure to recognize potential talent, and inadequate succession planning were identified as factors that could hinder effective communication and overall organizational performance. Organizations should improve LMX relationships by enhancing communication, addressing biases through targeted training, and implementing strategic talent management. Recognizing and developing potential talent, aligning roles with skills, and establishing clear succession plans are essential for optimizing leader-subordinate interactions and boosting organizational performance. This study provides a detailed review of how high-quality LMX relationships affect organizational performance. It emphasizes the importance of communication and addressing biases and personality clashes to enhance leadership effectiveness and organizational success.
The Impact of AI Adoption on Job Engagement and Employee Trust Adityaksa, Rezha; Suyoso, Aldo Lovely Arief
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.v5i1.701

Abstract

The adoption of Artificial Intelligence (AI) within organizations has introduced several phenomena impacting employee motivation. One significant area of interest is the perception of AI principles among employees Employees' views on the effectiveness of AI principles in their organization can vary greatly depending on their roles and responsibilities. For example, a junior data scientist might perceive the principles differently than a Chief Analytics Officer due to their varying levels of involvement and understanding of AI's strategic implementation. This research aims to examine the influence of AI Adoption in moderating job engagement on employee trust compared to the direct influence of job engagement on employee trust. Quantitative research method using non-probability sampling and purposive sampling technique method of 200 mass media employees in Surabaya. Data analysis techniques using Smart PLS software with hypothesis testing using PLS-based SEM. The research results show that AI Adoption is able to moderate the influence of job engagement on employee trust and there is a direct influence of job engagement on employee trust.
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
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
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.
Balanced Scorecard Based Performance Management: Case Study From PT. Semen Indonesia Distribution Anindya, Ajrine; Irawan, Valina Sinka
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.v5i1.731

Abstract

The imbalance between cement supply and consumption in Indonesia has caused consumers' bargaining position to increase, demands to increase, and create fierce competition. One of the marketing functions, namely Place, has the meaning of distributing goods, so that if a company wants to win the business competition, it must be good at planning, implementing and evaluating the distribution system. This study aims to determine how the use of balanced corecard in managing performance management at PT. Semen Indonesia Distribusi using financial, customer, internal process, and learning and growth perspectives. The results of the study show that the process of managing performance management at PT. Semen Indonesia Distribusi begins with determining the strategic targets of each perspective in the balanced scorecard which is outlined in the strategy map. The company needs to compile Key Performance Indicators (KPI) in order to find out the results of these strategic achievements.
Literature Review of Transformational Leadership: A Study of Effective Leadership Strategy Kartikasari, Retno; Suyoso, Aldo Lovely Arief; Agustina, Tri Siwi
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.v5i1.744

Abstract

In the Industrial Revolution 4.0 and Society 5.0 era, companies face the challenge of continuously adapting and improving human resource competencies as the key to success. High team member performance is crucial and is influenced by transformational leadership. An in-depth understanding of effective leadership strategies supporting positive organizational transformation is important to study. Although previous research has explored transformational leadership, comprehensive analysis of leadership strategy variables that support transformational leadership effectiveness is still limited. This study seeks to fill this gap by profoundly analyzing the leadership strategy variables that are key to the success of transformational leadership. This study aims to explore and analyze the variables of effective leadership strategies, especially in the context of transformational leadership. This research uses a qualitative approach by reviewing 10 related journals, consisting of 7 national and three international journals, published in the last 5 years (2018-2023). The data processing technique used content analysis to identify and examine leadership strategy variables that support the effectiveness of transformational leadership. The results revealed that effective communication, developing an inspiring vision, empowering employees, and establishing an organizational culture that supports change are key leadership strategy variables in supporting the success of transformational leadership. The findings of this study have important implications for management practitioners and policymakers in developing effective transformational leadership in organizations. Future research can explore the empirical impact of implementing leadership strategy variables on organizational performance.
The Effect of Workplace Romance on Job Performance Mediated by Job Engagement Among Employees: Case Study From PKU Muhammadiyah Hospital Surabaya, Indonesia Abdalla, Pasha Arief; Agustina, Tri Siwi
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.v5i1.752

Abstract

This study investigates how the workplace affects job performance through employees' job engagement at PKU Muhammadiyah Hospital Surabaya. Using a quantitative explanatory methodology, the research utilized Structural Equation Modeling with Partial Least Squares (SEM-PLS), used in this work via SmartPLS software. A structured survey was used to gather information from 141 workers. The findings reveal a positive relationship between workplace romance and job performance, with a path coefficient of 0.132. A positive relationship between workplace romance and job engagement, with a path coefficient of 0.650. There is a positive relationship between job engagement and job performance, with a path coefficient of 0.780. A positive relationship between workplace romance and job performance through job engagement of employees at PKU Muhammadiyah Hospital Surabaya, with a path coefficient of 0.507.

Page 7 of 18 | Total Record : 175

 5   6   7   8   9 

Filter by Year

2021 2026


Reset
Filter By Issues
All Issue Vol. 6 No. 1 (2026): August - February Vol. 5 No. 2 (2025): March - July Vol. 5 No. 1 (2025): August - February Vol. 5 No. 1 (2025): August - February (Article in Press) Vol. 4 No. 2 (2024): March - July Vol. 4 No. 1 (2024): August - February Vol. 3 No. 2 (2023): March - July Vol. 3 No. 1 (2023): August - February Vol. 2 No. 2 (2022): March - July Vol. 2 No. 1 (2022): August - February Vol. 1 No. 2 (2021): March - July Vol. 1 No. 1 (2021): August - February More Issue