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All Journal International Journal of Educational Review, Law And Social Sciences (IJERLAS) Jurnal Ekonomi
I Gede Wirayasa
Universitas Hindu Indonesia
Religion Humanities Economics, Econometrics & Finance Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Social Sciences Other

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Data Analysis on Human Resource Management and Development of Village-Owned Enterprises in Improving the Welfare of the Paspan Village Community in Banyuwangi Regency I Gede Wirayasa; Ida Ayu Putu Widani Sugianingrat; I Putu Putra Astawa; Lilik Khomsatin Romadhoni
Jurnal Ekonomi Vol. 15 No. 02 (2026): Jurnal Ekonomi
Publisher : SEAN Institute

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Abstract

Village-Owned Enterprises (BUM Desa) are a strategic instrument in driving village economic development through the management of local potential and community empowerment. The success of BUM Desa is not only determined by the organizational governance aspect, but also by the ability to develop human resources as the main asset of village development. This study aims to analyze the governance and human resource development carried out by BUM Desa Jaya Makmur in improving the welfare of the community of Paspan Village, Glagah District, Banyuwangi Regency. The study used a qualitative approach with a case study method. Data were obtained through in-depth interviews, observation, and documentation of the Village Head, BUM Desa managers, and community members involved in the BUM Desa program. Data analysis was conducted using the Miles and Huberman interactive model which includes data reduction, data presentation, and drawing conclusions. The results show that the governance of BUM Desa Jaya Makmur has fulfilled the principles of participation, policy coherence, reflexivity and adaptability, and democratic institutions. In addition, human resource development is carried out through skills training, empowerment of productive businesses, entrepreneurial mentoring, and increased community participation. These programs contribute to increasing community capacity, expanding business opportunities, increasing income, and strengthening village economic independence. The research findings confirm that good governance and sustainable human resource development are important factors in improving the performance of Village-Owned Enterprises and community welfare.
The Effect of Non-Financial Rewards and Innovative Recognition on Turnover Intention With Job Satisfaction as A Mediating Variable Among Generation Z Employees in Construction Service Companies in Denpasar City I Gede Wirayasa; Ida Ayu Putu Widani Sugianingrat; I Putu Putra Astawa
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 6 No. 5 (2026): on Progress
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/ijerlas.v6i5.5996

Abstract

The high turnover intention among Generation Z employees is a challenge for construction service companies because the human resource management approach that focuses on financial compensation has not fully met this generation's needs for recognition, self-development, and work meaning. This study aims to analyze the effect of non-financial rewards and innovative recognition on turnover intention with job satisfaction as a mediating variable in Generation Z employees in construction service companies in Denpasar City. The study used a quantitative approach with a survey method of 112 Generation Z employees in five construction service companies that are members of Gapeksindo in Denpasar City. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results showed that non-financial rewards had a negative and significant effect on turnover intention (β = -0.480; p < 0.001), while innovative recognition also had a negative and significant effect on turnover intention (β = -0.249; p = 0.038). Non-financial rewards (β = 0.522; p < 0.001) and innovative recognition (β = 0.293; p < 0.001) had a positive and significant effect on job satisfaction. However, job satisfaction did not significantly influence turnover intention (β = -0.195; p = 0.203), thus not mediating the relationship between non-financial rewards and innovative recognition with turnover intention.
Co-Authors I Putu Putra Astawa Ida Ayu Putu Widani Sugianingrat Lilik Khomsatin Romadhoni