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PENGARUH BEBAN KERJA DAN WORK FAMILY CONFLICT TERHADAP KINERJA KARYAWAN YANG DIMODERASI DUKUNGAN SOSIAL Ni Kadek Nonik Rasminingsih; I Wayan Sucipta Wibawa; Ricky Ika Fahrianto
E-Jurnal Manajemen Vol 10 No 12 (2021)
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/EJMUNUD.2021.v10.i12.p07

Salah satu sektor pekerjaan yang berkembang pesat sekaligus berpotensi terhadap isu stress kerja adalah sektor perhotelan. Untuk mengatasi hal tersebut para karyawan membutuhkan suatu bentuk dukungan sosial yang dapat berasal dari atasan, rekan kerja, dan keluarga sehingga nantinya para karyawan tersebut dapat mengelola stress kerjanya dengan baik.. Data penelitian dianalisis dan diolah dengan alat analisis Moderated Regression Analysis (MRA) dengan SPSS version 18.0. Populasi sebanyak 290 orang karyawan. Teknik penentuan sampel yang digunakan adalah purposive sampling yaitu sebanyak 125 karyawan. Hasil penelitian menunjukkan beban kerja dan work family conflict berpengaruh negatif dan signifikan terhadap kinerja karyawan, serta dukungan sosial secara statistik mampu memoderasi pengaruh beban kerja dan work family conflict terhadap kinerja karyawan. Kata kunci : Beban Kerja, Work Family Conflict, Dukungan Sosial, Kinerja Karyawan

PENGARUH BUDAYA ORGANISASI TERHADAP KOMITMEN ORGANISASIONAL DIMEDIASI KEPUASAN KERJA (STUDI PADA PT. BENING BADUNG-BALI) I Wayan Sucipta Wibawa; Made Surya Putra
E-Jurnal Manajemen Vol 7 No 6 (2018)
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana

Abstrak Komitmen organisasional adalah keadaan dimana karyawan memihak pada organisasi. Komitmen organisasional karyawan yang tinggi dapat mendukung pencapaian tujuan organisasi. Penelitian ini bertujuan untuk mengetahui pengaruh budaya organisasi terhadap komitmen organisasional, budaya organisasi terhadap kepuasan kerja, kepuasan kerja terhadap komitmen organisasional, dan budaya organisasi terhadap komitmen organisasi melalui mediasi kepuasan kerja. Penelitian ini dilakukan di PT. Bening Big Tree Farms pada tahun 2017 dengan sampel seluruh karyawan yang berjumlah 80 orang responden. Metode pengumpulan data yang digunakan adalah metode kuesioner dan teknik analisis data menggunakan Uji Partial Least Square (PLS). Hasil penelitian menunjukkan bahwa budaya organisasi berpengaruh positif terhadap komitmen organisasional, budaya organisasi berpengaruh positif terhadap kepuasan kerja, kepuasan kerja berpengaruh positif terhadap komitmen organisasional, dan kepuasan kerja mampu memediasi pengaruh budaya organisasi terhadap komitmen organisasional. Komitmen organisasional dapat ditingkatkan dengan menjaga kepuasan kerja karyawannya, meningkatkan komitmen kolektif, memperjelas hukum pengurusan pemberhentian, prosedur, dan kebijakan serta memperhatikan pemberian gaji karyawan. Kata kunci : Budaya Organisasi, Komitmen Organisasional, Kepuasan Kerja.

PENGARUH WORK FAMILY CONFLICT TERHADAP TURNOVER INTENTION YANG DIMEDIASI OLEH BURNOUT PADA PEREMPUAN PASCA PANDEMI COVID – 19 Putu Ari Pertiwi Sanjiwani; I Wayan Sucipta Wibawa; I Komang Suryadnya Diputra
E-Jurnal Manajemen Vol 12 No 6 (2023)
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/EJMUNUD.2023.v12.i06.p01

Perempuan mempunyai peran ganda sebagai ibu rumah tangga dan pencari nafkah. Hal ini sering menimbulkan konflik bagi keluarga dan pekerjaannya sehingga mempertimbangkan untuk keluar dari pekerjaan. Selain itu dengan peran gandanya menimbulkan adanya kelelahan yang berkepanjangan. Riset ini bertujuan untuk mengetahui hubungan work family conflict terhadap turnover intention yang dimediasi oleh burnout pada perempuan yang sudah menikah dan bekerja. Penelitian dilaksanakan di Kabupaten Gianyar dengan kriteria perempuan yang sudah menikah dan bekerja. Jumlah sampel ialah 112 orang responden. Teknik analisis menerapkan SEM (Structural Equation Model) dengan pendekatan PLS, dan uji VAF untuk menguji efek mediasi. Hasil penelitian memperlihatkan work family conflict memengaruhi positif terhadap burnout, work family conflict tidak memengaruhi secara langsung terhadap turnover intention, burnout terbukti dapat memediasi hubungan work family conflict terhadap turnover intention, dan burnout memengaruhi positif terhadap turnover intention. Women have dual roles as breadwinners and housewives. So that it creates conflicts for the family and its work so that it considers leaving the job. In addition, the dual role causes prolonged fatigue. This study aims to determine the relationship of work family conflict to turnover intention mediated by burnout for married and working women. The research was conducted in Gianyar Regency with the criteria of married and working women. The number of samples was 112 respondents. The analysis technique used SEM (Structural Equation Model) with PLS approach, and VAF test to test the mediation effect. The results showed that work family conflict has not direct effect on turnover intention, burnout has a positive effect on turnover intention, work family conflict has a positive effect on burnout, and burnout is proven to mediate the relationship between work family conflict and turnover intention.

Psychological Empowerment and Innovative Work Behavior: The Role of Transformational Leadership as Moderating Variable Aristana, I Nengah; Wibawa, I Wayan Sucipta; Wisnawa, I Made Bayu
Jurnal Manajemen Bisnis Vol 15, No 1: March 2024
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/mb.v15i1.20274

Research aims: The objective of this research is to explore the effect of psychological empowerment on innovative work behavior with transformational leadership as a moderator.Design/Methodology/Approach: This research was designed using a quantitative approach where data was collected using questionnaires distributed to 190 employees of export SMEs in Bali. The gathered data was examined using Smart PLS 3.2.9 software.Research findings: The research found that psychological empowerment and its dimensions positively affected innovative work behavior. In addition, transformational leadership fully moderated the link between psychological empowerment and innovative work behavior. The limitation of the research indicated bias due to self-assessment reports. Meanwhile, the practical implications contribute to expanding understanding of the role of transformational leadership as a moderator. Thus, leaders have a reference in policy making.Theoretical Contribution/Originality: The theoretical contribution of this research contributes to the knowledge of on innovative work behavior by exploring psychological empowerment.Practitioners/Policy Implications: Practical implications contributed to expanding understanding of the moderating role of transformational leadership. Hence, leaders have a reference in policy making.Research Limitations/Implications: The sample used is still limited to the export SME sectors in Bali. This research uses a causality approach. Thus, the data reported is self-assessment.

The Impact of Organizational Culture and Lecturer Competence on Organizational Commitment to Influence Lecturer Performance Permadi, I Komang Oka; Carina, Tiara; Wibawa, I Wayan Sucipta
JURNAL ADMINISTRASI & MANAJEMEN Vol 13, No 2 (2023): Jurnal Administrasi dan Manajemen
Publisher : Universitas Respati Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52643/jam.v13i2.3017

The aim of this study is to confirm and re-examine the effect of organizational culture and lecturer competence on lecturer performance with organizational commitment as a mediating variable. The population in this study were 61 lecturers. Samples were selected by purposive sampling and a total of 45 people were obtained. Research hypotheses were tested using path analysis with the SmartPLS version 3.2.9 application. The research results showed that organizational culture has a significant effect on organizational commitment and lecturer performance. Lecturer competence has a significant effect on organizational commitment but does not have a significant effect on lecturer performance. Likewise, organizational commitment has no significant effect on lecturer performance and organizational commitment has not been able to mediate organizational culture and lecturer competency on lecturer performance.

Hubungan Stres Kerja dan Kepuasan Kerja yang dimediasi beban kerja pasca pandemi Covid-19 Pertiwi Sanjiwani, Putu Ari; Rasminingsih, Ni Kadek Nonik; Wibawa, I Wayan Sucipta
Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan Vol. 5 No. 4 (2022): Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan
Publisher : Departement Of Accounting, Indonesian Cooperative Institute, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32670/fairvalue.v5i4.2690

COVID-19 is a big pandemic that the world is facing. Health organizations are currently in the spotlight. One of them is the organization of the hospital as the main public health service. The front guard of the hospital is a professional nurse. The research objective was to analyze the effect of work stress on job satisfaction with mediation, namely workload at Ari Canti Hospital, Ubud. This research is a quantitative approach, involving a population of 110 nurses selected using a simple random sampling technique. Path analysis is used as an analytical method. Interviews and questionnaires are used as a way of collecting data. The basic theory that underlies the research is the job demands-resources theory. The results of the booking study state that job stress has a significant negative effect on job satisfaction, while the same workload has a clear negative effect on job satisfaction. Workload mediates the effect of job stress on job satisfaction. Mediation is essentially complementary mediation. Workload strengthens the effect of work stress on job satisfaction.

Psychological Empowerment and Innovative Work Behavior: The Role of Transformational Leadership as Moderating Variable Aristana, I Nengah; Wibawa, I Wayan Sucipta; Wisnawa, I Made Bayu
Jurnal Manajemen Bisnis Vol. 15 No. 1: March 2024
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/mb.v15i1.20274

Research aims: The objective of this research is to explore the effect of psychological empowerment on innovative work behavior with transformational leadership as a moderator.Design/Methodology/Approach: This research was designed using a quantitative approach where data was collected using questionnaires distributed to 190 employees of export SMEs in Bali. The gathered data was examined using Smart PLS 3.2.9 software.Research findings: The research found that psychological empowerment and its dimensions positively affected innovative work behavior. In addition, transformational leadership fully moderated the link between psychological empowerment and innovative work behavior. The limitation of the research indicated bias due to self-assessment reports. Meanwhile, the practical implications contribute to expanding understanding of the role of transformational leadership as a moderator. Thus, leaders have a reference in policy making.Theoretical Contribution/Originality: The theoretical contribution of this research contributes to the knowledge of on innovative work behavior by exploring psychological empowerment.Practitioners/Policy Implications: Practical implications contributed to expanding understanding of the moderating role of transformational leadership. Hence, leaders have a reference in policy making.Research Limitations/Implications: The sample used is still limited to the export SME sectors in Bali. This research uses a causality approach. Thus, the data reported is self-assessment.

PERAN MODERASI PERCEIVED UNIVERSITY SUPPORT DALAM PENGARUH PROACTIVE PERSONALITY TERHADAP ENTREPRENEURIAL INTENTION Carina, Tiara; Wibawa, I Wayan Sucipta; Yani, Ni Wayan Merry Nirmala
Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 8 No 1 (2024): Edisi Januari - April 2024
Publisher : LPPM STIE Muhammadiah Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31955/mea.v8i1.3668

Penelitian ini bertujuan untuk mengetahui pengaruh proactive personality terhadap entrepreneurial intention dengan perceived university support sebagai variabel pemoderasi. Sampel dalam penelitian ini adalah 419 mahasiswa aktif dari lima universitas di Denpasar yang dipilih dengan purposive random sampling. Data dikumpulkan melalui administrasi modifikasi instrumen entrepreneurial intention oleh Fishbein & Ajzen (1975), adaptasi instrumen proactive personalityoleh Bateman & Crant (1993) dan adaptasi instrumen perceived university support oleh Shi, dkk. (2020) yang telah diuji validitas dan reliabilitasnya. Hipotesis diuji dengan Moderated Regression Analysis (MRA). Berdasarkan hasil pengolahan data, dapat disimpulkan bahwa proactive personality secara positif dan signifikan mempengaruhi entrepreneurial intention. Hal ini menunjukkan bahwa semakin tinggi tingkat proactive personality seseorang maka entrepreneurial intentionnya juga akan semakin tinggi. Perceived university support secara positif dan signifikan memoderasi pengaruh proactive personality terhadap entrepreneurial intention, dengan peran sebagai quasi-moderasi. Hal ini menunjukkan bahwa perceived university support dapat memperkuat pengaruh proactive personality terhadap entrepreneurial intention dan secara langsung mempengaruhi entrepreneurial intention sebagai variabel independen.

Pengaruh Kinerja Tenaga Kependidikan Terhadap Kepuasan Mahasiswa melalui Mediasi Kualitas Pelayanan Wibawa, I Wayan Sucipta; Usadi, Made Pradnyan Permana; Dwinata JS, I Putu Wahyu
Ekonomis: Journal of Economics and Business Vol 8, No 1 (2024): Maret
Publisher : Universitas Batanghari Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33087/ekonomis.v8i1.1213

Higher education as one of the institutions engaged in education, must be able to provide maximum service in order to be able to increase student satisfaction in carrying out lectures properly. This research was conducted to determine the effect of academic division performance on student satisfaction through the mediation of service quality at Mahasaraswati University Denpasar. The data collection method used a questionnaire given to 100 student with purposive sampling technique. Data collection techniques using interviews, questionnaires and documentation. The data collection technique with Non-Probability Sampling uses the Accidental Sampling approach. Collecting data with a questionnaire that uses a Likert scale. This type of research uses quantitative research methods. Data analysis techniques used SEM (Structural Equation Modeling) with the PLS (Partial Least Square) approach, and the VAF test to test mediation. The results showed that academic division performance had a positive effect on student satisfaction, academic division performance had a positive effect on service quality, service quality had a positive effect on student satisfaction, and service quality was able to mediate the effect of academic division performance on student satisfaction. The findings in this study have implications that in order to increase student satisfaction, academic division at institutions are expected to be able to perform according to the standards set by the institution, where this will be able to improve the quality of service so that it causes a high level of satisfaction from students when they need information related to the lecture process.

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