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<![CDATA[Pengaruh Disiplin Kerja dan Kecerdasan Emosional Terhadap Kinerja Karyawan di Mediasi oleh Kepuasan Kerja Karyawan Pada PT. Angkasa Pura Support Bali di Kabupaten Badung ]]>
<![CDATA[Ni Putu Ayu Sintya Saraswati]]>;
<![CDATA[Anak Agung Dwi Widyani]]>;
<![CDATA[Ayu Stevi Rani]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 4, No 3 (2021): JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v4i3.10451
<![CDATA[Penelitian ini bertujuan untuk mengetahui pengaruh disiplin kerja dan kecerdasan emosional terhadap kinerja karyawan secara langsung maupun tidak langsung melalui kepuasan kerja karyawan sebagai variabel mediasi pada PT Angkasa Pura Support Bali Kabupaten Badung. Pengambilan sampel dilakukan dengan teknik sampling jenuh dengan jumlah responden sebanyak 60 karyawan pada PT Angkasa Pura Support Bali di Badung. Pengolahan data menggunakan teknik analisis Structural Equation Modeling (SEM) dengan bantuan program SmartPLS 3.0 For Windows. Hasil analisis menyimpulkan bahwa disiplin kerja berpengaruh positif dan signifikan terhadap kepuasan kerja karyawan. Kecerdasan emosional berpengaruh positif dan signifikan terhadap kepuasan kerja karyawan. Disiplin kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Kecerdasan emosional berpengaruh positif tetapi tidak signifikan terhadap kinerja karyawan. Kepuasan kerja karyawan berpengaruh positif dan signifikan terhadap kinerja karyawan. Kepuasan kerja karyawan mampu memediasi pengaruh disiplin kerja dan kecerdasan emosional terhadap kinerja karyawan. Adanya keterbatasan objek penelitian yang digunakan hanya berfokus pada disiplin kerja, kecerdasan emosional dan kepuasan kerja karyawan sehingga tidak dapat menganalisis atau menjangkau lebih dalam faktor-faktor yang dapat mempengaruhi kinerja karyawan.]]>
<![CDATA[PENINGKATAN USAHA BATA PEJATEN SEBAGAI POTENSI PRODUK UNGGULAN DESA PEJATEN ]]>
<![CDATA[Ni Made Sunarsih]]>;
<![CDATA[Anak Agung Dwi Widyani]]>;
<![CDATA[Cokorda Putra Wirasutama]]>;
<![CDATA[A A Sagung Intan Pradnyanita]]>
<![CDATA[ SELAPARANG: Jurnal Pengabdian Masyarakat Berkemajuan Vol 3, No 1 (2019): November ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Mataram ]]>
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DOI: 10.31764/jpmb.v3i1.1246
<![CDATA[ABSTRAK UKM dalam kegiatan ini yaitu UKM Surya Nadi yang dimiliki oleh Bapak I Nyoman Sudiarsa. Berdasarkan hasil observasi yang telah dilakukan tim ternyata UKM tersebut memiliki keberlanjutan usaha yang sangat menjanjikan dan membutuhkan pembinaan dan pendampingan. Permasalahan yang ditemukan pada UKM yaitu 1) Peralatan (matris) dan mesin cetak dalam proses produksi banyak yang rusak dan tidak dapat dipakai optimal; 2) Rak pengering dan alas cetak (eled) rusak dan banyak dimakan rayap; 3) Tungku pembakaran dan ruang penampungan bahan bakar (sabut kelapa dankayu bakar) yang sudah mulai tidak layak pakai ; 4) Ruang penjemuran yang belum memadai; 5) Layout ruang produksi belum sistematis, sehingga bekerja belum efektif, dan belum tertatanya dengan baik dan rapi ruang produksi; 6) Pengelolaan manajemen dan pembukuan masih sangat sederhana; 7) Belum memiliki papan nama, dan website untuk sarana promosi; 8) Tidak memperhatikan kesehatan dan kebersihan dalam bekerja. Solusi yang ditawarkan padaUKM berdasarkan prioritas yaitu 1) Pengadaan rak pengering berbahan stainles steel; 2) Perbaikan alas cetak (eled); 3) Perbaikan dan pembangunan tungku pembakaran dan ruang penyimpanan bahan bakar. Kata kunci: UKM, Bata Pres, Pengadaan dan Perbaikan Alat Produksi ABSTRACTUKM in this activity is UKM Surya Nadi which is owned by Mr. I NyomanSudiarsa. Based on the results of observations made by the team, it turns out that the UKM has a very promising business continuity and requires guidance and assistance. Problems found in UKM are 1) Equipment (matrices) and printing machines in many production processes are damaged and cannot be used optimally; 2) Drying racks and printing pads (eled) are damaged and are often eaten by termites; 3) Burning stoves and fuel storage rooms (coconut husks and firewood) that have started to be unfit for use; 4) Inadequate drying space; 5) Layout of the production space has not been systematic, so that work has not been effective, and the production space is not well organized and neat; 6) Management and bookkeeping is still very simple; 7) Do not have a signboard, and a website for promotional facilities; 8) Not paying attention to health and hygiene at work. Solutions offered to UKM based on priorities are 1) Procurement of drying racks made from stainless steel; 2) Repair of the printed mat (eled); 3) Repair and construction of furnaces and fuel storage rooms; Keywords: UKM, Bata Pres, Procurement and Repair of Production Equipment]]>
<![CDATA[Motivasi Sebagai Variabel Mediasi Pengaruh Budaya Organisasi Terhadap Kinerja Karyawan ]]>
<![CDATA[Ni Luh Gede Putu Purnawati]]>;
<![CDATA[Anak Agung Dwi Widyani]]>;
<![CDATA[Kadek Dian Putri Anjaya]]>
<![CDATA[ Jurnal Ilmiah Satyagraha Vol 5, No 1 (2022) ]]>
Publisher : <![CDATA[Universitas Mahendradatta Denpasar ]]>
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DOI: 10.47532/jis.v5i1.357
<![CDATA[This study aims to determine the effect of organizational culture on performance and to determine the role of motivation in mediating it. The research sample consisted of 42 people who were taken using the census method from all employees. The collected data were analyzed using SmartPLS.From the analysis obtained: 1) Organizational culture has a positive and significant influence on motivation. The results of this study indicate that the better the organizational culture can increase motivation. 2) Organizational culture has a positive and significant influence on employee performance. The results of this study mean that the better the implementation of organizational culture will be able to improve employee performance. 3) Motivation has a positive and significant effect on employee performance. The results of this study mean that increased motivation can improve employee performance. 4) Motivation is able to mediate the influence of organizational culture on employee performance. This gives an indication that motivation strengthens the influence of organizational culture on employee performance at PT. Prudential Life Assurance, Patimura Denpasar Branch. ]]>
<![CDATA[Pengaruh Rekrutmen dan Promosi Jabatan Terhadap Kinerja Karyawan Pada PT. Bank Sinarmas Cabang Denpasar ]]>
<![CDATA[Anak Agung Dwi Widyani]]>;
<![CDATA[I Wayan Agus Permana Putra]]>
<![CDATA[ Widya Manajemen Vol 2 No 1 (2020): Widya Manajemen ]]>
Publisher : <![CDATA[UNHI Press ]]>
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DOI: 10.32795/widyamanajemen.v2i1.551
<![CDATA[This research was conducted based on differences in the focus of the discussion about recruitment and promotion of employee performance. Besides, there are also research problems about the decline in employee performance at PT Bank Sinarmas Denpasar Branch. This study aims to examine and analyze the effect of recruitment and promotion of position on employee performance. This research was conducted at PT Bank Sinarmas with a population and the sample of this study amounted to 87 respondents. All data obtained from the questionnaire distribution are feasible to use, then analyzed using SPSS 24.0. The results of the study give the meaning that recruitment has a positive and significant effect on employee performance; job promotion has a positive and significant effect on employee performance; recruitment and promotion have a positive and significant effect on employee performance. This research implies that recruitment can be improved by taking into account the basic indicators of recruitment, recruitment sources, and recruitment methods so that employee performance increases. Job promotion can be increased by taking into account indicators of employees who are loyal and with integrity, creativity, and initiative, more value than other employees, can provide solutions not only complaint and professional in working so that employee performance increases. Finally, employee performance can improve by taking into account indicators of quality, quantity, timeliness, effectiveness, and independence.]]>
<![CDATA[Komitmen Organisasi sebagai Mediasi Pengaruh Pengembangan Karir terhadap Kinerja ]]>
<![CDATA[putu purnawati]]>;
<![CDATA[Anak Agung Dwi Widyani]]>;
<![CDATA[Ni Putu Risma Devy]]>
<![CDATA[ Widya Manajemen Vol 3 No 1 (2021): Widya Manajemen ]]>
Publisher : <![CDATA[UNHI Press ]]>
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DOI: 10.32795/widyamanajemen.v3i1.1168
<![CDATA[An achievement that is achieved by a person in carrying out his duties based on ability, experience, and seriousness, and time. So that CV. Bali Villa Construction can continue to exist in competition, so the company must have quality human resources. The purpose of this study was to determine the effect of career and organizational commitment on employee performance, the effect of career development on commitment, and organizational commitment as mediation for career development on employee performance. The number of samples used was 45 people using the census method. Data collection using a questionnaire. The data analysis technique used SEM-PLS. The results showed that career development and organizational commitment have a positive effect on employee performance. Career development has a positive effect on employee performance. Organizational commitment can mediate the influence of career on employee performance.]]>
<![CDATA[Peningkatan Motivasi Dalam Hubungan Kompensasi Finansialdan Kinerja Karyawan Pada PT Arta Sedana Retailindo Cabang Hardys Malls Sanur ]]>
<![CDATA[Anak Agung Dwi Widyani]]>;
<![CDATA[Ni Luh Karang Sri Maryani]]>;
<![CDATA[Ni Putu Ayu Sintya Saraswati]]>
<![CDATA[ ]]>
Publisher : <![CDATA[Universitas Yudharta Pasuruan ]]>
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DOI: 10.35891/jsb.v6i2.1717
<![CDATA[Abstract This study aims to determine the effect of financial compensation on employee performance, financial compensation on motivation, motivation on employee performance and financial compensation on employee performance through motivation as an intervening variable at PT. Arta Sedana Sanur Hardys Malls Branch. This study took 51 respondents. Data were analyzed using Partial Least Square (PLS) analysis techniques to answer the problem formulation with the help of the SmartPLS 3 program. The results showed that: 1) Financial compensation had a positive and significant effect on employee performance, 2) Financial compensation had a positive and significant effect on motivation, 3) Work motivation has a significant positive effect on employee performance, 4) Financial compensation has a positive influence on employee performance through work motivation as an intervening variable. Abstrak Penelitian ini bertujuan untuk mengetahui pengaruh kompensasi finansial terhadap kinerja karyawan, kompensasi finansial terhadap motivasi, motivasi terhadap kinerja karyawan dan kompensasi fimansial terhadap kinerja karyawan melalui motivasi sebagai variabel intervening pada PT. Arta Sedana Cabang Hardys Malls Sanur. Penelitian ini mengambil 51 responden. Data dianalisis dengan menggunakan teknik analisis Partial Least Square (PLS) untuk menjawab rumusan masalah dengan bantuan program SmartPLS 3. Hasil penelitian menunjukan bahwa: 1)Kompensasi finansial berpengaruh positif dan signifikan terhadap Kinerja karyawan, 2) Kompensasi finansialberpengaruh positif dan signifikan terhadap Motivasi, 3) Motivasi kerja berpengaruh positif signifikan terhadap Kinerja karyawan, 4) Kompensasi finansial memiliki pengaruh secara positifterhadap Kinerja karyawan melalui motivasi kerja sebagai variabel intervening.]]>
<![CDATA[Innovative Work Performance as Mediation Organizational Culture On Employee Performance ]]>
<![CDATA[I Wayan Gde Sarmawa]]>;
<![CDATA[Ida Ayu Oka Martini]]>;
<![CDATA[Ida Ayu Putu Widani Sugianingrat]]>;
<![CDATA[Anak Agung Dwi Widyani]]>;
<![CDATA[Ni Ketut Karwini]]>
<![CDATA[ Jurnal Economia Vol 18, No 2: October 2022 ]]>
Publisher : <![CDATA[Faculty of Economics Universitas Negeri Yogyakarta in collaboration with the Institute for ]]>
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DOI: 10.21831/economia.v18i2.34445
<![CDATA[AbstractThe purpose of this study was to analyze (1) the influence of organizational culture on positive work behavior; (2) the influence of organizational culture and innovative work behavior on employee performance; and (3) the role of innovative work behavior in mediates the relationship of organizational culture with employee performance. The study was conducted at the Rural Credit Bank (RCB) in Badung Regency, Bali Province. The number of research samples is 52 RCB. The respondents in this study are 156 employees. The data is analyzed using SmartPLS 3.2.8 program. The result shows that organizational culture shows a significant positive effect on innovative work behavior. Work culture and innovative work behavior also have a significant positive effect on employee performance at RCB. It is concluded that innovative work behavior acts as a mediator in the relationship between organizational culture and the performance of RCB employees. Keywords: organizational culture, innovative work behavior, employee performance Prestasi Kerja Inovatif Sebagai Mediasi Budaya Organisasi Terhadap Kinerja Karyawan AbstrakTujuan penelitian ini adalah untuk menganalisis (1) pengaruh budaya organisasi terhadap perilaku kerja positif; (2) pengaruh budaya organisasi dan perilaku kerja inovatif terhadap kinerja pegawai; dan (3) peran perilaku kerja inovatif dalam memediasi hubungan budaya organisasi dengan kinerja pegawai. Penelitian dilakukan di Bank Perkreditan Rakyat (BPR) di Kabupaten Badung, Provinsi Bali. Jumlah sampel penelitian adalah 52 RCB. Responden dalam penelitian ini adalah 156 karyawan. Data dianalisis menggunakan program SmartPLS 3.2.8. Hasil penelitian menunjukkan bahwa budaya organisasi berpengaruh positif signifikan terhadap perilaku kerja inovatif. Budaya kerja dan perilaku kerja inovatif juga berpengaruh positif signifikan terhadap kinerja karyawan di RCB. Disimpulkan bahwa perilaku kerja inovatif berperan sebagai mediator dalam hubungan antara budaya organisasi dengan kinerja pegawai RCB. Kata kunci: budaya organisasi, perilaku kerja yang inovatif, kinerja karyawan]]>
<![CDATA[The Mediating Role of Turnover Intention on The Relationship Between Job Satisfaction and Employee Performance: Evidance From KSU Sinar Dana Mandiri Employees ]]>
<![CDATA[Anak Agung Dwi Widyani]]>;
<![CDATA[Ni Putu Ayu Sintya Saraswati]]>;
<![CDATA[I Negah Basma Wijaya]]>
<![CDATA[ International Journal of Applied Business and International Management Vol 4, No 3 (2019): December 2019 ]]>
Publisher : <![CDATA[AIBPM Publisher ]]>
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DOI: 10.32535/ijabim.v4i3.679
<![CDATA[This study explores the links between job satisfaction, turnover intention, and employee performance. In particular, we investigate the mediating effect of turnover intention on the relationship between job satisfaction and employee performance in KSU Sinar Dana Mandiri. The research was based on primary data, and this research was conducted on the employee’s working in cooperative institution. The sample consisted employee of 32 respondents on KSU Sinar Dana Mandiri. Data were analyzed using Partial Least Square (PLS) analysis techniques to answer the problem formulation with the help of SmartPLS 3 program. Research finding are job satisfaction has a negative and significant effect on turnover intention, job satisfaction has a positive and significant effect on employee performance, turnover intention has a negative and significant effect on employee performance, and turnover intention variable is able to be a mediating variable between job satisfaction and employee performance.]]>
<![CDATA[THE ROLE OF TURNOVER INTENTION AND THE INFLUENCE OF WORK SATISFACTION ON EMPLOYEE PERFORMANCE IN KSU SINAR DANA MANDIRI ]]>
<![CDATA[Anak Agung Dwi Widyani]]>;
<![CDATA[Ni Putu Ayu Sintya Saraswati]]>;
<![CDATA[I Nengah Basma Wijaya]]>
<![CDATA[ Journal of International Conference Proceedings (JICP) Vol 2, No 1 (2019): Proceedings of the 3rd International Conference of Project Management (ICPM) Bal ]]>
Publisher : <![CDATA[AIBPM Publisher ]]>
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DOI: 10.32535/jicp.v2i1.395
<![CDATA[This study aims to determine the effect of job satisfaction on turnover intention, job satisfaction on employee performance, turnover intention on employee performance, and job satisfaction on employee performance through turnover intention as a mediating variable in KSU Mandiri Dana Sinar. This study took 32 respondents to KSU Sinar Dana Mandiri to obtain direct and indirect influence. Data were analysed by using Partial Least Square (PLS) analysis to answer the problem formulation with the help of Smart PLS 3 program. The results of analyzed showed thats : 1). Job satisfaction has a negative and significant effect on turnover intention, 2). Job satisfaction has a positive and significant effect on employee performance, 3). Turnover intention has a negative and significant effect on employee performance, and 4). Turnover intention variable is able to be a mediating variable between job satisfaction and employee performance.]]>
<![CDATA[When A New Product Innovatıon Negatıvely Impacts Marketıng Performance ]]>
<![CDATA[I Gusti Agung Teja Kusuma]]>;
<![CDATA[Gregorius Paulus Tahu]]>;
<![CDATA[Anak Agung Dwi Widyani]]>;
<![CDATA[Murtini Langgeng]]>
<![CDATA[ APMBA (Asia Pacific Management and Business Application) Vol 11, No 1 (2022) ]]>
Publisher : <![CDATA[Department of Management, Faculty of Economics and Business, Brawijaya University ]]>
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DOI: 10.21776/ub.apmba.2022.011.01.3
<![CDATA[This study analysed the influence of market orientation and product innovation capability on product competitiveness to improve marketing performance on clay handicraft products in Bali-Indonesia during the Covid-19 pandemic. New insights were offered to the research subjects of clay craftsmen, and in previous studies this type of sample was rarely considered. We studied the relationships of all the variables involved. Empirical evidence was conveyed through a survey involving 60 SMEs as a saturated sample, using a PLS-based SEM as analysis tool. The results show that all direct relationships of variables are proven to be significantly positive, except that product innovation capability has a significant negative impact on marketing performance. The character of the clay craft industry has a uniqueness that was not previously thought of. The greater the ability to produce new innovation seems to have an unfavourable impact on sales of previous innovations. The unique characteristics of the industry disturbed by the Covid-19 situation adds to the narrowness of the market. A market expansion strategy is needed by developing the character of the product from pure artistic nature to decorative decoration into a combination with functionality. To achieve this goal, it is apparently constrained by the limited demographic characteristics and competence of SMEs to innovate. Originality/value; analysing innovation based on three characteristics, namely artistic, symbolic and functional, as an important variable in the clay industry in relation to consumer behaviour. The three proposed analysis based on the characteristics of product innovation had never been studied in previous studies]]>
