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Understanding Human Resource Management: Exploring Psychological Dynamics and Strategic Approaches through Qualitative Description and Literature Review Irawan, Andri; Ibrahim, Muhdi B. Hi
Jurnal Manajemen Bisnis Vol. 11 No. 1 (2024): March
Publisher : Pusat Penerbitan dan Publikasi Ilmiah, FEB, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33096/jmb.v11i1.769

This qualitative research study aims to explore the intersection of human resource management (HRM) practices with psychological dynamics and strategic approaches. The research methodology involves a systematic literature review to analyze existing literature on HRM, psychological theories, and strategic HRM practices. Through comprehensive literature search and selection, relevant sources were identified from academic databases, scholarly journals, and books. Data extraction and analysis were conducted using thematic analysis techniques to identify key themes, concepts, and findings related to psychological dynamics and strategic HRM. The findings reveal the critical role of psychological theories, such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, in understanding employee motivations and behaviors. Additionally, strategic HRM approaches, including Guest's model and High-Performance Work Systems (HPWS), were identified as effective frameworks for aligning HRM practices with organizational goals. The integration of technology, such as artificial intelligence and predictive analytics, emerged as a key trend in enhancing HRM efficiency and effectiveness. Overall, this research highlights the importance of addressing employees' psychological needs and leveraging strategic HRM practices to foster organizational success and employee well-being

Exploring the Role of Psychology in Strategic Human Resource Management: A Qualitative Perspective with Literature Review Asti, Asti; Ibrahim, Muhdi B. Hi; Irawan, Andri; Noch, Muh Yamin; Mustajab, Duta
Jurnal Manajemen Bisnis Vol. 11 No. 1 (2024): March
Publisher : Pusat Penerbitan dan Publikasi Ilmiah, FEB, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33096/jmb.v11i1.770

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.

Human Resource Management Strategy: Integrating Psychological Perspectives through Qualitative Description and Literature Review Hadjo, Diana Yanmiraty; Ibrahim, Muhdi B. Hi; Irawan, Andri; Noch, Muh Yamin; Mustajab, Duta
Jurnal Manajemen Bisnis Vol. 11 No. 1 (2024): March
Publisher : Pusat Penerbitan dan Publikasi Ilmiah, FEB, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33096/jmb.v11i1.771

This study explores the integration of psychological perspectives into Human Resource Management (HRM) strategy, aiming to understand its implications for organizational effectiveness. Employing a qualitative research design, the study conducts a systematic literature review to analyze existing literature relevant to the research topic. Data collection involves comprehensive search strategies using keywords related to HRM strategy, psychological perspectives, and organizational performance. Thematic analysis is employed to identify recurring patterns and themes within the literature. The findings indicate that integrating psychological perspectives into HRM strategy enhances employee motivation, engagement, and organizational performance. Psychological theories such as Maslow's hierarchy of needs, Herzberg's two-factor theory, and self-determination theory offer valuable insights into understanding employee behavior and motivation. The study highlights the importance of addressing employees' diverse psychological needs for autonomy, recognition, and meaningful work to foster a positive work environment. Furthermore, it emphasizes the role of talent development, recognition programs, and supportive leadership in enhancing organizational performance and competitiveness. The study concludes that integrating psychological perspectives into HRM strategy holds promise for promoting organizational effectiveness and employee well-being.

Strategic Human Resource Management: Descriptive Analysis of Psychological Factors and Literature Review Sada, Otto; Noch, Muh Yamin; Irawan, Andri; Ibrahim, Muhdi B. Hi; Mustajab, Duta
Jurnal Manajemen Bisnis Vol. 11 No. 1 (2024): March
Publisher : Pusat Penerbitan dan Publikasi Ilmiah, FEB, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33096/jmb.v11i1.772

This study aims to examine the impact of psychological factors on Strategic Human Resource Management (SHRM) practices and organizational outcomes. The research employs a comprehensive literature review approach to explore the theoretical underpinnings of employee motivation, engagement, and commitment within the context of SHRM. The analysis focuses on key psychological theories, including expectancy theory, social exchange theory, and self-determination theory, to elucidate the motivational dynamics underlying employee behavior and performance outcomes. Moreover, the study investigates the role of leadership effectiveness in influencing employee motivation, engagement, and organizational commitment. Through the integration of diverse perspectives, the research offers insights into how organizations can align HR practices with employees' psychological needs to enhance organizational effectiveness and achieve sustainable growth. The findings highlight the significance of fostering transformational leadership behaviors, creating a supportive work environment, and promoting organizational commitment to drive high performance and employee well-being. This study contributes to the advancement of HRM scholarship by providing a theoretical framework for understanding and managing human capital effectively.

Pengembangan Sumber Daya Manusia (SDM) Sebagai Mediasi Antara Penempatan Kerja Terhadap Kinerja Personel Di Kepolisian Daerah (POLDA) Papua Aris Susanta,; Ibrahim, Muhdi B. Hi; Bauw, Azies; Mustajab, Duta; Hafid Jusuf
The Journal of Business and Management Research Vol 3 No 2 (2020): Juli
Publisher : Magister Manajemen Universitas Yapis Papua

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55098/tjbmr.v3i2.13

Tujuan penelitian ini untuk mengetahui pengaruh antara penempatan kerja terhadap terhadap kinerja personel dengan mediasi pengembangan sumber daya manusia di Kepolisian Daerah Papua. Dalam penelitian ini metode yang digunakan adalah pendekatan kuantitatif asosiatif. Sumber data dalam penelitian ini yaitu data primer. Tehnik pengumpulan data yang dilakukan dengan kuisioner, menggunakan sumber dari penelitian terdahulu dan metode observasi atau pengamatan langsung. Analisis yang akan digunakan penulis adalah kuantitatif, yang menggunakan sampel sebanyak 149 orang dari 1489 orang di Kepolisian Daerah Papua. Data analisis dengan menggunakan IBM SPSS AMOS 22 dan Sobel. Hasil dari penelitian ini menunjukkan bahwa Pengembangan Sumber Daya Manusia berpengaruh signifikan terhadap kinerja Personel, Penempatan kerja terhadap pengembangan Sumber Daya Manusia berpengaruh signifikan terhadap kinerja Personel, Penempatan kerja tidak berpengaruh signifikan terhadap kinerja Personel, dan Penempatan kerja melalui pengembangan Sumber Daya Manusia berpengaruh signifikan terhadap kinerja Personel.

Pengaruh Budaya Organisasi, Motivasi Kerja dan Gaya Kepemimpinan Terhadap Kinerja Pegawai Worumi, Athus Nicolas; Ibrahim, Muhdi B. Hi; Pongtiku, Arry
Center of Economic Students Journal Vol. 7 No. 3 (2024): July
Publisher : Fakultas Ekonomi dan Bisnis, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56750/csej.v7i3.830

Penelitian ini merupakan penelitian explanatory dengan model penelitian Survey yang bertujuan untuk mengkaji pengaruh budaya organisasi, motivasi kerja dan gaya kepemimpinan terhadap Kinerja Pegawai (ASN) pada Bidang Perpustakaan Dinas Pendidikan, Perpustakaan Dan Arsip Daerah Provinsi Papua. Jumlah responden sebanyak 70 yang terdiri dari 40 ASN Struktural dan 30 ASN Fungsional Pustakawan, dengan teknik pengambilan sampel jenuh atau total sampling dengan jumlah sampel 68 responden atau sebesar 97,14% yang berhasil diperoleh sebagai sumber data dari total 70 populasi. Sumber data penelitian ini adalah data primer yang diperoleh dari hasil jawaban para responden kemudian diukur dengan menggunakan skala Likert. Data yang telah dikumpulkan akan dianalisis melalui beberapa tahapan pengujian. Tahap pertama adalah melakukan uji statistik dekriptif. Tahap kedua adalah uji isntrument data penelitian (uji validitas, uji reliabilitas). Tahap ketiga adalah uji asumsi klasik (uji normalitas, uji multikolinearitas, uji heteroskedastisitas). Tahap keempat adalah menguji seluruh hipotesis yang diajukan dalam penelitian ini dan akan dibuktikan melalui uji parsial (uji t), uji simultan dan uji koefisien determinasi. Berdasarkan hasil uji parsial (Uji T) dan uji simultan (Uji F) menunjukan bahwa variabel budaya organisasi, motivasi kerja, gaya kepemimpinan secara parsial dan simultan berpengaruh signifikan terhadap peningkatan Kinerja Aparatur Sipil Negara dilingkungan Bidang Perpustakaan Dinas Pendidikan, Perpustakaan dan Arsip Daerah Provinsi Papua. Implikasi dari hasil penelitian ini memberikan kontribusi penting bagi peningkatan Kinerja Aparatur Sipil Negara.

Challenges and Solutions in Managing Human Resources During Mergers and Acquisitions Tukuboya, Fahrizal; Ibrahim, Muhdi B. Hi; Irawan, Andri
Center of Economic Students Journal Vol. 7 No. 3 (2024): July
Publisher : Fakultas Ekonomi dan Bisnis, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56750/csej.v7i3.835

This study explores the critical challenges and strategic solutions for managing human resources (HR) during mergers and acquisitions (M&As). It focuses on critical areas such as cultural integration, talent retention, harmonization of HR policies, and the use of technology in HR processes. The research employs a qualitative approach, using semi-structured interviews with senior HR managers, M&A consultants, and employees who have experienced M&As firsthand. Thematic analysis is utilized to identify and interpret patterns within the data, providing a comprehensive understanding of HR dynamics during M&As. The study identifies several key challenges: cultural integration, talent retention, harmonization of HR policies, and leveraging technology. Cultural integration is critical, with leaders needing to foster trust and collaboration. Effective talent retention strategies, including clear communication and personalized support, are essential for stability. Harmonizing HR policies requires a systematic approach and early involvement of HR professionals. Technology, such as HR information systems and digital onboarding programs, is crucial in streamlining processes and enhancing employee experience. These findings align with existing theoretical frameworks and provide actionable insights for successful HR integration. The research contributes to academic knowledge by enhancing understanding of HR management during M&As and offers practical guidelines for organizations to improve their integration processes. It highlights the importance of leadership, communication, and strategic alignment in achieving successful M&A outcomes. Future research should expand to different industries and explore long-term impacts and emerging technologies in HR integration.

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