Articles
<![CDATA[The Effect Of Self Leadership And Organizational Commitment To Employee Performance At The Four Points By Sheraton Hotel ]]>
<![CDATA[I Made Aditya Darma Putra]]>;
<![CDATA[Desak Ketut Sintaasih]]>
<![CDATA[ E-Jurnal Manajemen Vol 7 No 8 (2018) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana ]]>
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DOI: 10.24843/EJMUNUD.2018.v07.i08.p08
<![CDATA[Kinerja dalam arti sempit merupakan hasil kerja yang dicapai setiap karyawan di dalam suatu perusahaan serta bagaimana cara karyawan dalam melakukan pekerjaan. Penelitian ini bertujuan untuk mengetahui pengaruh self leadership dan komitmen organisasional terhadap kinerja karyawan di Hotel Four Points by Sheraton Bali. Jumlah sampel yang diambil adalah 100 orang responden, dengan metode nonprobability sampling dengan teknik accidental sampling (convenience). Pengumpulan data dilakukan melalui observasi, wawancara dan kuesioner. Teknik analisis yang digunakan adalah regresi berganda. Hasil analisis menunjukkan bahwa self leadership dan komitmen organisasional secara parsial dan simultan berpengaruh positif dan signifikan terhadap kinerja karyawan. Berdasarkan hasil penelitian, perlu menciptakan suatu suasana atau kondisi kerja yang dapat memenuhi harapan semua karyawan. Peningkatan terhadap kondisi kerja ini dilakukan agar dapat menyenangkan karyawan sehingga karyawan merasa senang dengan pekerjaan dengan pekerjaan yang didapat serta fasilitas lainnya yang mendukung kegiatan kerja. Sehingga, karyawan dapat bekerja dengan semangat, produktif, dan menampilkan kinerja yang terbaik]]>
<![CDATA[PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN PEMBERDAYAAN TERHADAP KEPUASAN KERJA PEGAWAI BIRO UMUM DAN PROTOKOL SETDA PROVINSI BALI ]]>
<![CDATA[Putu Sudibyadnyana]]>;
<![CDATA[Desak Ketut Sintaasih]]>
<![CDATA[ E-Jurnal Manajemen Vol 7 No 1 (2018) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana ]]>
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DOI: 10.24843/EJMUNUD.2018.v7.i01.p03
<![CDATA[Human resources are an important resource for organizational effectiveness. The purpose of this study is to explain the influence of transformational leadership and empowerment of employees to job satisfaction. This research was conducted at the General Bureau and Protocol of Regional Secretariat of Bali, with sample of 86 employees. The analysis technique used is multiple linear regression analysis. The results showed that transformational leadership has a positive effect on job satisfaction and employee empowerment have a positive effect on job satisfaction. Suggestions that can be given in this research that the agency should create a positive working relationship both between employers with employees and between fellow employees. In order for transformational leadership to be realized and job satisfaction can be improved, the leader should make the situation in the organization so feels as comfortable as possible so that employees feel comfortable working and make employees feel part of the family of the organization. The sense of kinship created will make employees better at work and provide good results in work . Keywords: Transformational Leadership, Employee Empowerment, Job Satisfaction]]>
<![CDATA[PENGARUH KEADILAN ORGANISASIONAL TERHADAP MOTIVASI DAN KINERJA KARYAWAN ]]>
<![CDATA[I Gede Nyoman Carlos Wiswanatha Mada]]>;
<![CDATA[Desak Ketut Sintaasih]]>;
<![CDATA[Made Subudi]]>
<![CDATA[ Forum Manajemen STIMI Handayani Denpasar Vol 15 No 2 (2017): Jurnal STIMI Vol. 15 No. 2 - 2017 ]]>
Publisher : <![CDATA[Forum Manajemen STIMI Handayani Denpasar ]]>
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<![CDATA[Human resources (HR) plays an important role for the success of a company. The purpose of this study was to assess the effect of organizational justice on the motivation and performance of employees. The study was conducted at PT. Tunas Jaya Sanur engaged in the construction of buildings with a sample of 136 employees were taken using proportionate random sampling technique. Companies must be supported with good human resource and quality to maintain the viability of the company. Analysis techniques used in this study is partial least square (PLS). The results showed that organizational justice and significant positive effect on motivation. Organizational justice is also positive and significant impact on performance. the motivation to have a positive effect on performance. The results of this study prove that, the better the perceived organizational justice by employees, motivation and performance will also increase. Similarly, the higher the motivation for good organizational justice the higher the performance of employees. The results are consistent with the theory that employees get organizational justice will increase the motivation and high performance in the completion of their duties. The practical implications of this research can be considered firm or management in making decisions or making policies - policies related to organizational justice in order to improve the motivation and performance of employees.]]>
<![CDATA[PENGARUH KESELAMATAN DAN KESEHATAN KERJA TERHADAP KOMITMEN ORGANISASIONAL DAN KINERJA KARYAWAN ]]>
<![CDATA[Anak Agung Sagung Shinta Damayanthi]]>;
<![CDATA[Desak Ketut Sintaasih]]>
<![CDATA[ Forum Manajemen STIMI Handayani Denpasar Vol 14 No 2 (2016): Jurnal STIMI Vol. 14 No. 2 - 2016 ]]>
Publisher : <![CDATA[Forum Manajemen STIMI Handayani Denpasar ]]>
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<![CDATA[Occupational health and safety are important aspects which should benoted the company, so that employees avoid the risk of accidents at work, especiallyin companies that are vulnerable to the risk of accidents and occupational health.The purpose of this study was to describe the effect of health and safety on theorganizational commitment and performance of employees. The study was conductedat PT. Dewata Gassari Denpasar, with a sample of 81 employees as respondents.Data were analyzed using path analysis. The results showed that safety and healthpositive and significant impact on organizational commitment. Work safety andoccupational health are also positive and significant impact on employee performanceand organizational commitment has a positive and significant effect on employeeperformance. These results provide evidence that the better the company facilitatesemployees with occupational health and safety program, it will be able to push theorganizational commitment of employees, and ultimately improve performance.]]>
<![CDATA[PENGARUH KEADILAN ORGANISASIONAL TERHADAP KEPUASAN KERJA DAN KOMITMEN ORGANISASIONAL PEGAWAI KONTRAK FAKULTAS EKONOMI UNIVERSITAS UDAYANA ]]>
<![CDATA[Komang Ayu Indah Yuliani]]>;
<![CDATA[Desak Ketut Sintaasih]]>;
<![CDATA[I Gede Riana]]>
<![CDATA[ Forum Manajemen STIMI Handayani Denpasar Vol 14 No 1 (2016): Jurnal STIMI Vol. 14 No. 1 - 2016 ]]>
Publisher : <![CDATA[Forum Manajemen STIMI Handayani Denpasar ]]>
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<![CDATA[Human resource with highly organizational commitment in giving aquality servicing was a vital element and play an important role for organizationalsuccess. The aim of this study was to investigate the influence of organizationaljustice toward job satisfaction and organizational commitment. A sample as manyas 97 person of contract employees of Faculty of Economic and Business, UdayanaUniversity were used as respondent of study. Analyze method of the data used waspartial least square (PLS). The results of the study indicated that organizationaljustice influential positive and significant toward job satisfaction and organizationalcommitment, respectively. The job satisfaction also influential positive and significanttoward organizational commitment. The results showed that, more and more goodorganizational justice feld by the employees, so more and more good job satisfactionand organizational commitment. Likewise, more and more highly the job satisfactionof the employees, so more and more highly also the organizational commitment. Thisstudy parallel with the theory declared that the employees obtaining organizationaljustice would feel job satisfaction and more commit in doing their duties andfunctions. The practice implication of this study was could be used as material ofconsideration by manajemen in making policy and decision which interconnectedwith organizational justice which could increase job satisfaction and organizationalcommitment.]]>
<![CDATA[STRES KERJA DAN COPING DALAM MEMEDIASI KONFLIK PERAN TERHADAP SUBJECTIVE WELL BEING ]]>
<![CDATA[Putu Yudari Pratiwi]]>;
<![CDATA[Desak Ketut Sintaasih]]>;
<![CDATA[Putu Saroyeni Piatrini]]>
<![CDATA[ EKUITAS (Jurnal Ekonomi dan Keuangan) Vol 2 No 1 (2018) ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Indonesia (STIESIA) Surabaya(STIESIA) Surabaya ]]>
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DOI: 10.24034/j25485024.y2018.v2.i1.3417
<![CDATA[Perkembangan pekerja wanita di Indonesia khususnya di Bali kian meningkat. Penelitian sebelumnya menyebutkan bahwa ada ancaman pada well being ketika wanita memutuskan untuk bekerja. Namun, well being dikatakan dapat meningkat pada pekerjaan tertentu khususnya pekerjaan dalam pelayanan seperti perawat. Tujuan penelitian ini adalah untuk menjelaskan pengaruh konflik peran, stres kerja, dan coping terhadap subjective well being perawat wanita. Penelitian ini juga menguji peran stres kerja dan coping dalam memediasi konflik peran terhadap subjective well being. Penelitian dilakukan di RSU Puri Raharja, dengan sampel para perawat wanita. Pemilihan sampel menggunakan metode stratified random sampling, dan responden penelitian sebanyak 115 orang. Teknik analisis data menggunakan PLS (Partial Least Square). Hasil penelitian menunjukkan bahwa 1) Konflik peran berpengaruh negatif dan signifikan terhadap subjective well being. 2) Konflik peran tidak berpengaruh signifikan terhadap stres kerja. 3) Konflik peran berpengaruh negatif signifikan terhadap problem coping. 4) Stres kerja tidak berpengaruh signifkan terhadap subjective well being. 5) Coping berpengaruh positif signifikan terhadap subjective well being. 6) Coping terbukti mampu memediasi pengaruh konflik peran terhadap subjective well being.]]>
<![CDATA[ANALISIS HUBUNGAN STATUS KEPEGAWAIAN, KOMITMEN ORGANISASIONAL DAN KINERJA KARYAWAN ]]>
<![CDATA[I G. M. Riko Hendrajana]]>;
<![CDATA[Desak Ketut Sintaasih]]>;
<![CDATA[Putu Saroyeni P]]>
<![CDATA[ Jurnal Ilmiah Hospitality Management Vol 7 No 1 (2016) ]]>
Publisher : <![CDATA[Institut Pariwisata dan Bisnis Internasional ]]>
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DOI: 10.22334/jihm.v7i1.33
<![CDATA[Employment status is a condition in which differenciate the employees from one another in the companies. In fact, employment status can be divided into permanent and non-permanent employees. Organizational commitment in terms of employment status becomes an important variable for improving the performance of employees who show confidence and strong support of the values and goals to be achieved by the organization. The purpose of the study is to analyze the influence of organizational commitment to employee performance, and to analyze the status of personnel in the moderating influence of organizational commitment to employee performance at Yayasan Dharma WidyaUlangun Denpasar. The analysis technique used is one way Anova test and dummy variable moderation test.  The results showed that: the organizational commitment has positive influence to the employee’s performance. These results can be interpreted that the higher organizational commitment, the performance of employees are increased, employment status could not moderate the influence of organizational commitment to the employee’s performance. These results can be interpreted that the employment status could not strengthen the influence of organizational commitment in an effort to improve the employee’s performance.]]>
<![CDATA[PENGARUH KOMPENSASI, PELATIHAN DAN MOTIVASI TERHADAP KINERJA PEGAWAI PADA KANTOR PELAYANAN PAJAK PRATAMA DENPASAR BARAT ]]>
<![CDATA[Viere Ekadewi Reggina]]>;
<![CDATA[Desak Ketut Sintaasih]]>
<![CDATA[ E-Jurnal Ekonomi dan Bisnis Universitas Udayana VOLUME.12.NO.01.TAHUN.2023 ]]>
Publisher : <![CDATA[Fakultas Ekonomi dan Bisnis Universitas Udayana ]]>
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DOI: 10.24843/EEB.2023.v12.i01.p10
<![CDATA[Human resources are valuable assets owned by the company. Optimal performance can be achieved through compensation, training, and motivation. The West Denpasar Tax Service Office is an office that provides tax services to the public. At this location, there are still problems related to employee performance through attendance data and preliminary studies. The purpose of this study was to determine the effect of compensation, training, and motivation on employee performance. The research location is the West Denpasar Tax Service Office. The number of employees includes in the population is 97 people. The number of samples in this research was 97 people which was determined by the saturated sampling technique. Data collection using interviews and questionnaires. Data analysis was performed using SPSS version 24. The results showed that the performance of the employees of the West Denpasar Pratama Tax Service Office could increase due to good compensation and training and high motivation. Compensation, training and motivation have a positive and significant effect on the performance of West Denpasar KPP Pratama employees. Motivation is the variable that most influences employee performance]]>
<![CDATA[PENGARUH PELATIHAN TERHADAP KOMITMEN ORGANISASIONAL KARYAWAN DENGAN MEDIATOR STRES KERJA (STUDI PADA UD. LADANG ROTI-BRAUD ARTISAN BAKERY DENPASAR) ]]>
<![CDATA[Ida Bagus Agung Paramartha]]>;
<![CDATA[Desak Ketut Sintaasih]]>
<![CDATA[ E-Jurnal Ekonomi dan Bisnis Universitas Udayana VOLUME.12.NO.09.TAHUN.2023 ]]>
Publisher : <![CDATA[Fakultas Ekonomi dan Bisnis Universitas Udayana ]]>
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DOI: 10.24843/EEB.2023.v12.i09.p06
<![CDATA[Organizational commitment is the involvement and dedication of employees to accept organizational goals and employees' willingness to participate in all organizational activities towards improvement. This study aims to analyze the effect of training on employee organizational commitment with job stress as a mediator. This research was conducted at UD. Ladang Roti, with 37 employees as respondents, and the sampling technique used is the saturated sample technique which is analyzed by path analysis technique. The results of this study indicate that training has a positive and significant effect on employee organizational commitment, training has a negative and significant effect on employee work stress, and work stress has a negative and significant effect on employee organizational commitment. From the results of testing the mediator variable, it is proven that work stress significantly mediates the effect of training on employee organizational commitment. Training is important given to employees because it can reduce work stress levels which can ultimately increase employee commitment to the company.]]>
<![CDATA[PERAN KEPUASAN KERJA DALAM MEMEDIASI PENGARUH KONFLIK PERAN DAN STRES KERJA TERHADAP INTENSI KELUAR (STUDI PADA ANANTARA SEMINYAK RESORT & SPA, BALI) ]]>
<![CDATA[Novie Margarani Akwan]]>;
<![CDATA[Ni Wayan Sri Suprapti]]>;
<![CDATA[Desak Ketut Sintaasih]]>
<![CDATA[ RELASI : JURNAL EKONOMI Vol 12 No 1 (2016) ]]>
Publisher : <![CDATA[STIE Mandala Jember ]]>
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DOI: 10.31967/relasi.v12i1.89
<![CDATA[Intention to leave is an important issue that needs attention for management especially in the hospitality industry. Intention to leave is an indicatication from the actual turnover, and high turnover numbers can caused significant losses for the company. The aim of this study is to analyze the role of job satisfaction in mediating the effects of role conflict and job stress to the intention of leave. The study is conducted at Anantara Seminyak Resort & Spa, Bali with a sample of 60 employees who were taken from a population of 148 people using Slovin method. Collecting data using questionnaire and data analysis techniques with PLS. The results showed that the role conflict and job stress has negative and significant effect to employee job satisfaction. Role conflict and job stress has positive and significant effect to the intention to leave. Job satisfaction has negative and significant effect to the intention to leave. Job satisfaction proved to be partially mediation in relations of role conflict and job stress to the employee intention to levae. Implications of this study is to suppress intention to leave and prevent the occurrence of actual turnover, is important for the management of the company to make efforts that can reduce role conflict and job stress of the employees.]]>
