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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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Identification of Performance Achievements of LPP-RRI Batam Employees as Management Strategy Effectiveness Institutional Conflict Adnan, A.; Luran, Muhammad Fadli; Amirullah, 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.v5i1.800

Abstract

This research began with the author's suspicions about the number of human resource problems at LPP-RRI Batam as a research locus. The problem identified based on the initial survey is the positive significance of the work culture variable through work motivation and employee workload on conflict management at LPP-RRI Batam. The basis for identifying initial problems was used for further research to provide alternative solutions to institutional problems at LPP-RRI Batam. The research target focuses on partial and simultaneous analysis of the influence of work culture variables through work motivation and employee workload on conflict management at LPP-RRI Batam as the locus studied. A quantitative approach is a supporting tool for achieving the research findings target, which is expected to have empirical and practical benefits when the research findings are concluded. Data was collected by observing and distributing a structured list of questions in the questionnaire. The data was analyzed using descriptive techniques supported by path or path analysis. Implement data analysis Structural Equation Modelling and PLS to support data analysis descriptions. Research findings indicate the positive significance of work culture variables through work motivation and team member workload on conflict management at LPP-RRI Batam.
Comparison of Alternative Solutions to Workload and Welfare of Civil Servants Linear Employee Performance and Burnout Luran, Muhammad Fadli; Adnan, A.; Amirullah, 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.v5i1.801

Abstract

Law Number 5 of 2014 states that ASN is a profession for civil servants and government employees who work in government agencies within employment agreements. ASN employees are required to follow several rules and be loyal and obedient to Pancasila, 1945 Constitution of the Republic of Indonesia. Based on the initial research survey at Population and Civil Registry Service and Manpower and Transmigration Service of Riau Islands Province as well as the introductory description, the fundamental problems identified as material for analysis and discussion of this research related to excessive workload through burnout or fatigue at work has a significant effect on the performance of Civil servants in two government agencies, Population and Civil Registry Service and Manpower and Transmigration Service of Riau Islands Province. Research targeted and focused on identifying the influence of workload on the performance of civil servants at the Population and Civil Registry Service and Manpower and Transmigration Service of Riau Islands Province. Identify influences of burnout on the performance of civil servants at the Population and Civil Registry Service and Manpower and Transmigration Service of Riau Islands Province. Identify the impact of workload and burnout simultaneously on the performance of civil servants at the Population and Civil Registry Service and Manpower and Transmigration Service of Riau Islands Province. The research findings indicate no significant influence in the negative direction of workload on employee performance in civil servants at the Population and Civil Registry Service and Manpower and Transmigration Service of Riau Islands Province. There is no significant influence in the negative direction of workload on burnout for civil servants at the Population and Civil Registry Service and Manpower and Transmigration Service of Riau Islands Province. There is a significant favorable influence on the welfare of civil servants' performance at the Population and Civil Registry Service and Manpower and Transmigration Service of Riau Islands Province. There is no significant influence in the positive direction of the welfare of civil servants on burnout for civil servants at the Population and Civil Registry Service and Manpower and Transmigration Service of Riau Islands Province. There is no significant favorable influence on employee performance burnout for civil servants at the Population and Civil Registry Service and Manpower and Transmigration Service of Riau Islands Province.
Analysis of That Influence Employee Performance: Work Environment, Leadership, and Mental Health: Literature Review from Human Resource Management Perspectives Palinggi, Sarah Yarden; 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.v5i1.803

Abstract

Human resources are essential in a corporation because they reinforce other operational resources. This role can determine the progress or decline of a corporation. This research analyzes the influence of work environment, leadership, and mental health on employee performance. Using quantitative explanatory methodology, the study utilized Structural Equation Modeling with Partial Least Squares (SEM-PLS), which was used in this work via SmartPLS software. A structured survey was used to gather information from 105 workers. The findings reveal a positive relationship between work environment, leadership, and mental health on employee performance.
Leadership and Organizational Commitment in Improving Employee Performance: The Role of Job Satisfaction as a Mediator Fardiansyah, Ibnu Eka; Jumady, Edy; Djaharuddin, Dharmawati
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.v5i1.862

Abstract

This study explores the interconnected roles of leadership, organizational commitment, and job satisfaction in enhancing employee performance, with job satisfaction as a mediating variable. Utilizing a qualitative approach grounded in literature review, the study synthesizes insights from existing research on transformational and transactional leadership, various dimensions of organizational commitment, and the impact of job satisfaction on employee productivity. Thematic analysis reveals that transformational leadership, characterized by inspiration and motivation, significantly enhances job satisfaction and organizational commitment, positively influencing employee performance. Conversely, transactional leadership, which emphasizes rewards and structure, has a more limited impact on long-term commitment and satisfaction. Job satisfaction is identified as a critical mediator, enabling leadership and commitment to translate into increased performance outcomes. This study contributes theoretically by validating job satisfaction's mediating role in workplace dynamics and highlighting affective commitment as a key factor for sustained performance. Managerial implications underscore the importance of transformational leadership training and strategies to boost job satisfaction, such as recognition programs and professional development. Future research should consider cross-cultural, longitudinal, and industry-specific analyses to deepen understanding of these constructs in varied organizational contexts.
Qualitative Study on the Effect of Workload and Motivation on Performance with Supervision and SOP as Mediator Variables Sahabuddin, S.; Jumady, Edy; Fajriah, Yana
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.v5i1.863

Abstract

This study explores the complex relationships between workload, motivation, employee performance, and the mediating roles of supervision and standard operating procedures (SOPs) in organizational contexts. Using a qualitative research methodology based on a systematic literature review, the study synthesizes findings from both theoretical and empirical research to understand how these variables interact and influence performance outcomes. Data was collected from peer-reviewed journals, books, and organizational behavior, psychology, and management case studies. The analysis uses thematic coding to identify patterns and themes within the literature, shedding light on how the workload can act as both a motivator and a stressor, depending on the support systems in place. The findings indicate that intrinsic motivation is crucial in driving sustainable performance, while supervision and SOPs are important mediators that help stabilize performance and reduce workload-related stress. Adequate supervision, characterized by supportive guidance and feedback, enhances employee resilience in high demands, while SOPs provide structure and consistency in task execution. These results have significant theoretical implications for frameworks such as the Job Demands-Resources (JD-R) model, self-determination theory, and Leader-Member Exchange (LMX) theory. Additionally, the study offers practical recommendations for management strategies aimed at promoting sustainable employee performance. Ultimately, this research emphasizes the importance of balancing workload, intrinsic motivation, and structured support to cultivate a high-performing and resilient workforce.
The Role of Organizational Commitment in Mediating the Effect of Knowledge Sharing and Competence on Organizational Citizenship Behavior Masrum, Muhammad; Akob, Muh; Jumady, Edy
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.v5i1.865

Abstract

This study aims to examine the effects of knowledge sharing, competence, and organizational commitment on Organizational Citizenship Behavior (OCB) at PT Espri Tirta Kencana. Using a quantitative approach and survey method, the study involved a total of 57 employees as the sample. Data were collected through questionnaires distributed via Google Forms, and analyzed using Partial Least Squares (PLS). The results show that knowledge sharing has a positive and significant effect on OCB, while competence has no significant effect on OCB. Organizational commitment was found to have a positive and significant effect on OCB. Furthermore, organizational commitment mediates the relationship between knowledge sharing and OCB, but does not mediate the effect of competence on OCB. These findings suggest that fostering a culture of knowledge sharing and enhancing organizational commitment can improve OCB within the company. The results also indicate that competence, although crucial for task performance, does not directly influence OCB, highlighting the importance of other factors such as organizational attachment and collaboration.
The Effect of Islamic Leadership on Organizational Commitment Through Organizational Culture as Mediating Variable Nima, Jazilah Lailatun; Maksum, Ikhsan
Golden Ratio of Human Resource Management Vol. 5 No. 2 (2025): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i2.893

Abstract

This research explores the influence of Islamic leadership on organizational commitment, with organizational culture serving as a mediating variable among employees. Utilizing a quantitative method, the study applied a saturated sampling technique and involved 61 respondents. Data was gathered through questionnaires distributed via Google Forms. The results demonstrate that Islamic leadership strongly and positively impacts organizational commitment. Leaders who embody Islamic values—trustworthiness, perseverance, and responsibility—encourage more extraordinary team member dedication. Furthermore, Islamic leadership shapes a positive organizational culture characterized by ethical conduct and shared values. The findings also highlight that organizational culture plays a crucial mediating role, reinforcing the link between Islamic leadership and organizational commitment. Employees report higher satisfaction and loyalty levels by fostering a culture of shared values and collaboration. This study underscores the importance of integrating Islamic leadership principles into organizational practices to enhance employee performance and commitment. It provides valuable insights into the relationship between leadership, culture, and organizational goals, emphasizing how ethical values can create a sustainable and harmonious work environment.
The Influence of Digital Leadership, Digital Innovation and Organizational Learning on Digital Maturity to Improve Organizational Performance: Empirical Study from PT. Perkebunan Nusantara IV Regional III, Indonesia Heriansyah, T.; Zulfadil, Z.; Maulida, Yusni
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.v5i1.913

Abstract

The study was conducted at PT. Perkebunan Nusantara IV Regional III. The aim was to determine the direct influence of digital leadership, digital innovation, and organizational learning on digital maturity to improve organizational performance. The study took a sample of 207 employees. The variables used were digital leadership, digital innovation and organizational learning, digital maturity, and organizational performance. The data were analyzed using SEM (Structural Equation Modeling) analysis operated through the Smart PLS 4.0 program. The results of the study indicate that digital leadership, digital innovation, and organizational learning have a significant influence on digital maturity. Digital maturity itself has been proven to have a significant influence on improving organizational performance. In addition, the influence of digital leadership, digital innovation, and organizational learning on organizational performance is also strengthened through the mediation of digital maturity. Thus, digital maturity plays an important role as a liaison that optimizes the impact of independent variables on organizational performance.
The Impact of Organizational Citizenship Behaviour, Knowledge Management, and Work Environment on Employee Performance in Manufacturing Firms Herliyanti, Rika Putri; Kurniawan, Ignatius Soni; Lysander, Mohammad Ahyar Syafwan
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.v5i1.965

Abstract

Improving employee performance in manufacturing companies can help companies achieve greater profits. Employee performance is based on factors such as organizational citizenship behavior, knowledge management, and physical work environment. This study uses a quantitative approach to analyze the influence of these three factors on employee performance at CV—Lotus Glove Berbah, Yogyakarta, involving 80 employees, and a multiple linear regression analysis method. The results showed that organizational citizenship behavior and knowledge management partially have a positive but insignificant influence on employee performance. In contrast, the physical work environment positively and significantly affects employee performance. Simultaneous tests show that the three variables positively and significantly affect employee performance. The R-square value of 0.537 indicates that organizational citizenship behavior, knowledge management, and physical work environment simultaneously explain 53.7% of the variability in employee performance at CV. Lotus Glove Berbah. Meanwhile, the rest is influenced by other factors beyond the scope of this study.
Exploration of the Influence of Big Five Personality Traits on Innovative Behavior Suciana, Frisca; Mansyur, Anwar
Golden Ratio of Human Resource Management Vol. 5 No. 2 (2025): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i2.970

Abstract

This study aims to analyze the relationship between Big Five Personality and innovative work behavior case study from Liquid Petroleum Gas (LPG) depot owners and employees in Tegal Regency, Indonesia. This study uses a quantitative approach with the correlational design method, while the data analysis technique includes instrument testing consisting of validity and reliability tests. After the instrument test, model and hypothesis testing were carried out to analyze the data. Data was collected through an e-survey using Google Forms and distributed to various LPG depots in the Tegal Regency. The research sample used a purposive sampling technique of 153 respondents selected to represent the population. This study lasted two months, from October to November 2024, to better understand the factors influencing innovative behavior in LPG distribution. The hypothesis test results showed that of the five dimensions of Big Five Personality, only Conscientiousness and Agreeableness significantly influence Innovative Work Behavior, with a value of t = 2.536, Sig. = 0.012 for Conscientiousness and t = 2.268, Sig. = 0.025 for Agreeableness. Meanwhile, Openness to Experience (t = 0.469, Sig. = 0.640), Extraversion (t = -0.812, Sig. = 0.418), and Neuroticism (t = 0.809, Sig. = 0.420) do not have a significant effect on Innovative Work Behavior because their significance values are greater than 0.05. Thus, not all personality dimensions have a significant role in encouraging innovative work behavior.

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