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PENGARUH BUDAYA ORGANISASI, GAYA KEPEMIMPINAN TRANSFORMASIONAL, DAN MOTIVASI KERJA TERHADAP KINERJA GURU DI SMA NEGERI 1 SELAT Gunayasa, I Nyoman; Puspitawati, Ni Made Dwi; Carina, Tiara
EMAS Vol. 6 No. 12 (2025): EMAS
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Mahasaraswati Denpasar.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36733/emas.v6i12.13199

Abstract

Dalam meningkatkan kinerja guru yang baik seorang guru harus meningkatkan sumber daya manusia agar tercapai tujuan dalam mendidik. Untuk dapat meningkatkan kualitas Sumber Daya Manusia (SDM) seorang guru harus memiliki kompetensi, profesionalisme, dan memiliki semangat yang tinggi agar kinerja guru semakin optimal. Penelitian ini bertujuan untuk mengetahui pengaruh budaya organisasi, gaya kepemimpinan transformasional dan motivasi kerja terhadap kinerja guru. Metode penelitian yang digunakan adalah kuantitatif. Populasi yang digunakan adalah guru di SMA Negeri 1 Selat dan sampel sebanyak 41 orang. Teknik analisis data menggunakan Uji Validitas, Uji Reabilitas, Uji Asumsi Klasik, Anaisis Regresi Linier Berganda, Uji Korelasi Berganda, Koefisien Determinasi, Uji F dan Uji t. Dari hasil penelitian diperoleh hasil budaya organisasi berpengaruh positif dan signifikan terhadap kinerja guru, gaya kepemimpinan transformasional berpengaruh positif dan signifikan terhadap kinerja guru, dan motivasi kerja berpengaruh positif dan signifikan terhadap kinerja guru. Saran yang dapat diberikan peneliti adalah SMA Negeri 1 Selat, maka peneliti sarankan untuk lebih meningkatkan kerjasama tim di dalam melaksanakan tugas-tugas sekolah agar tercapainya budaya organisasi yang baik, SMA Negeri 1 Selat, maka peneliti sarankan untuk lebih meningkatkan kerjasama tim di dalam melaksanakan tugas tugas sekolah agar tercapainya budaya organisasi yang baik dan gaji yang diberikan kepada guru agar tepat waktu sehingga dapat meningkatkan motivasi kerja yang dimiliki guru dalam melaksanakan tugasnya.
PENGARUH KOMPETENSI, ETIKA KERJA, DAN KOMITMEN ORGANISASIONAL TERHADAP KINERJA KARYAWAN PADA PT. BPR TRI DARMA PUTRI KABUPATEN KLUNGKUNG Pramarta, Kadek Dody; Parwita, Gde Bayu Surya; Puspitawati, Ni Made Dwi
EMAS Vol. 6 No. 12 (2025): EMAS
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Mahasaraswati Denpasar.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36733/emas.v6i12.13229

Abstract

Tujuan penelitian ini adalah untuk menguji dan menganalisis pengaruh kompetensi, etika kerja, dan komitmen organisasional terhadap kinerja karyawan. Penelitian ini dilakukan di PT. BPR Tri Darma Putri Kabupaten Klungkung yang beralamat di Jalan Diponegoro No. 25, Semarapura Kelod Kangin, Kecamatan Klungkung, Kabupaten Klungkung. Sampel dalam penelitian ini adalah karyawan di PT. BPR Tri Darma Putri Kabupaten Klungkung yang berjumlah 57 orang. Teknik pengambilan sampel dalam penelitian ini yang digunakan adalah metode sensus (sampel jenuh). Teknik analisis data yang digunakan adalah analisis regresi linear berganda. Hasil penelitian menunjukkan bahwa: 1) Kompetensi berpengaruh positif dan signifikan terhadap kinerja karyawan pada PT. BPR Tri Darma Putri Kabupaten Klungkung, ini berarti bahwa semakin tinggi kompetensi karyawan maka kinerja karyawan pada PT. BPR Tri Darma Putri Kabupaten Klungkung juga akan meningkat. 2) Etika kerja berpengaruh positif dan signifikan terhadap kinerja karyawan pada PT. BPR Tri Darma Putri Kabupaten Klungkung, ini berarti semakin baik etika kerja maka kinerja karyawan pada PT. BPR Tri Darma Putri Kabupaten Klungkung juga akan meningkat. 3) Komitmen organisasional berpengaruh positif dan signifikan terhadap kinerja karyawan pada PT. BPR Tri Darma Putri Kabupaten Klungkung, ini berarti semakin tinggi komitmen organisasional karyawan maka kinerja karyawan pada PT. BPR Tri Darma Putri Kabupaten Klungkung juga akan meningkat.
The Effect of Transformational Leadership Style, Work Motivation, And Organizational Culture on Employee Performance in Village Credit Institutions (LPD) in The Selemadeg District, Tabanan Regency Pramesti, Ni Putu Linda Ayu; Puspitawati, Ni Made Dwi; Purnawati, Ni Luh Gede Putu
EMAS Vol. 7 No. 1 (2026): EMAS
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Mahasaraswati Denpasar.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36733/emas.v7i1.13371

Abstract

The success or failure of a business is directly related to its human resources, making them a valuable asset. Therefore, good human resource management is very important for the growth of a company's efficiency and productivity. The purpose of this study is to analyze the relationship between employee performance at LPD in Selemadeg District and leadership style, motivation, and organizational culture that emphasizes change. The Village Credit Institution (LPD) in Selemadeg District, Tabanan Regency, was the location of this investigation. The influence of transformational leadership style, intrinsic motivation at work, and corporate culture on productivity was the focus of this study. The staff of the Village Credit Institution (LPD) in Selemadeg District, Tabanan Regency (n=80) were the population and sample of this study. Due to the small sample size (less than 100), all employees were included as respondents in the multiple linear regression analysis conducted using SPSS version 25 software. The sampling approach used was the saturated sampling method, also known as the census method. The village credit institution (LPD) in Selemadeg District, Tabanan Regency, will see an increase in employee performance as a direct result of a more transformational leadership style, according to this study's analysis of the relationship between transformational leadership, work motivation, and organizational culture.
Servant Leadership and Employee Performance: Joint Effects of Reward and Punishment Systems at Double R Garment, Denpasar, Bali Mirayani, Ni Kadek; Puspitawati, Ni Made Dwi; Carina, Tiara
EMAS Vol. 7 No. 2 (2026): EMAS
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Mahasaraswati Denpasar.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36733/emas.v7i2.13620

Abstract

In this era of globalization, employee performance is important for every organization to achieve its goals. Human resources are the most important asset for every organization; without human resources, the entire organizational system cannot run smoothly. High-quality human resources are a key factor for an organization, enabling employees to make a significant contribution to the success and growth of the organization. This study aims to examine the influence of servant leadership, rewards, and punishments on the performance of Double R Garment employees. The sample in this study consisted of all 35 employees of Double R Garment Denpasar. The research sample was saturated sampling. The data analysis technique used was regression analysis. The results of the study indicate that servant leadership and punishment simultaneously and partially have a significant effect on the performance of Double R Garment Denpasar employees.
The Effect of Creativity, Self-Efficacy, And Workload on Employee Performance at Jaens Spa Ubud, Bali Maharani, Ni Ketut Sinta Santania; Puspitawati, Ni Made Dwi; Parwita, Gde Bayu Surya
EMAS Vol. 7 No. 2 (2026): EMAS
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Mahasaraswati Denpasar.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36733/emas.v7i2.13697

Abstract

This study aims to examine and analyze the extent to which servant leadership, interpersonal communication, and knowledge sharing contribute to improving employee performance at Smoke.Bali Restaurant, located in Badung Regency, Bali. Using a quantitative approach, this study involved all 42 employees as respondents through a total census technique. Data collection was conducted using a questionnaire that adopted a five-point Likert scale, then processed using multiple linear regression analysis through SPSS software. The main findings show that the three independent variables, both partially and simultaneously, have a positive and significant effect on employee performance. The Adjusted R Square value reached 0.679, indicating that approximately 67.9% of employee performance variability can be explained by the combination of servant leadership, interpersonal communication, and knowledge sharing, while the rest is influenced by other factors outside the model. The beta coefficients for each variable were 0.448 for servant leadership (p < 0.001), 0.513 for interpersonal communication (p < 0.001), and 0.546 for knowledge sharing (p < 0.001). These results are consistent with PathGoal Theory and a number of previous empirical studies, which confirm the important role of servant leadership, effective communicative interaction, and a culture of knowledge sharing in the context of the competitive hospitality industry. Practical implications for restaurant management include developing servant leadership training programs, optimizing internal communication channels, and initiatives to encourage knowledge exchange among employees to achieve more optimal operational performance.
The Effect of Servant Leadership, Interpersonal Communication, And Knowledge Sharing on Employee Performance at Smoke.Bali Restaurant, Badung Putra, I Gusti Agung Ngurah Alit Darma; Puspitawati, Ni Made Dwi; Carina, Tiara
EMAS Vol. 7 No. 2 (2026): EMAS
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Mahasaraswati Denpasar.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36733/emas.v7i2.13698

Abstract

This study aims to examine and analyze the extent to which servant leadership, interpersonal communication, and knowledge sharing contribute to improving employee performance at Smoke.Bali Restaurant, located in Badung Regency, Bali. Using a quantitative approach, this study involved all 42 employees as respondents through a total census technique. Data collection was conducted using a questionnaire that adopted a five-point Likert scale, then processed using multiple linear regression analysis through SPSS software. The main findings show that the three independent variables, both partially and simultaneously, have a positive and significant effect on employee performance. The Adjusted R Square value reached 0.679, indicating that approximately 67.9% of employee performance variability can be explained by the combination of servant leadership, interpersonal communication, and knowledge sharing, while the rest is influenced by other factors outside the model. The beta coefficients for each variable were 0.448 for servant leadership (p < 0.001), 0.513 for interpersonal communication (p < 0.001), and 0.546 for knowledge sharing (p < 0.001). These results are consistent with Path Goal Theory and a number of previous empirical studies, which confirm the important role of servant leadership, effective communicative interaction, and a culture of knowledge sharing in the context of the competitive hospitality industry. Practical implications for restaurant management include developing servant leadership training programs, optimizing internal communication channels, and initiatives to encourage knowledge exchange among employees to achieve more optimal operational performance.
Assessing The Influence of Work-Life Balance, Work Stress, And Workload on Employee Performance: Evidence From Champlung Mas Hotel Resort & Spa Legian Kuta Bali Dwiantara, I Wayan Satya; Puspitawati, Ni Made Dwi; Carina, Tiara
EMAS Vol. 7 No. 3 (2026): EMAS
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Mahasaraswati Denpasar.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36733/emas.v7i3.13778

Abstract

Employee performance is the work achieved by an individual or group of individuals in a company in accordance with their respective authority and responsibilities, organizational objectives, without violating the law and without conflicting with morals and ethics. This study aims to determine the effect of work-life balance, work stress, and workload on employee performance at the Champlung Mas Resort & Spa Legian Kuta Bali Hotel. This study uses data analysis methods, namely multiple linear regression analysis and hypothetical testing, namely T-test analysis. The results show that work-life balance has a positive and significant effect on employee performance at Champlung Mas Resort & Spa Legian Kuta Bali. Work stress has a negative effect on employee performance at Champlung Mas Resort & Spa Legian Kuta Bali. Workload has a negative effect on employee performance at Champlung Mas Resort & Spa Legian Kuta Bali.
Employee Performance in A Rural Bank: The Effects of Work–Life Balance, Workload, And Self-Efficacy (Case of PT Bank Perekonomian Rakyat Desa Sanur, Bali) Putra, I Kadek Arya Dwi Prayana; Puspitawati, Ni Made Dwi; Parwita, Gde Bayu Surya
EMAS Vol. 7 No. 3 (2026): EMAS
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Mahasaraswati Denpasar.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36733/emas.v7i3.13787

Abstract

Employee performance plays a key role in determining an organization's success in achieving its goals. Specifically, optimal performance demonstrates the ability, responsibility, and dedication of workers in carrying out their duties based on industry standards. However, at PT. Bank Perekonomian Desa Sanur, employee performance has declined and fluctuated. This can be seen from the unstable achievement of targets. This condition is thought to be caused by factors such as work-life balance, workload, and employee self-efficacy. Therefore, this study aims to examine the influence of work-life balance, workload, and self-efficacy on employee performance at PT. Bank Perekonomian Desa Sanur. The data collection methods used in this study include interviews, observation, documentation, and questionnaires. The approach applied is quantitative using multiple linear regression, which is analyzed through SPSS. The population of this study includes all employees of PT. Bank Perkekonomian Desa Sanur, with a sample of 35 respondents obtained through a saturated sampling technique. The results of the study state that work-life balance has a positive and significant effect on employee performance. This means that the better the balance between personal life and work, the better the employee performance. On the other hand, workload has a negative and significant effect. This means that the higher the workload felt by workers, the lower their performance. Self-efficacy shows a positive and significant effect. The findings confirm that the higher the level of self-efficacy in employees, the better their performance.
The Effect of Work-Family Conflict, Organizational Citizenship Behavior, And Job Placement on Job Satisfaction Among Employees at BKPSDM Badung Regency Kartini, Kadek Ayu; Aristana, I Nengah; Puspitawati, Ni Made Dwi
EMAS Vol. 7 No. 3 (2026): EMAS
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Mahasaraswati Denpasar.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36733/emas.v7i3.13796

Abstract

This study aims to analyze the effect of work-family conflict, organizational citizenship behavior, and job placement on employee job satisfaction at BKPSDM Badung Regency. This study is quantitative in nature. The population in this study consists of all 87 employees of BKPSDM Badung Regency. The sampling technique used is the saturated sample technique, where the selection in this study uses the entire population. The data analysis technique used in this study was Multiple Linear Regression Analysis. The results showed that work-family conflict had a negative and significant effect on job satisfaction at BKPSDM Badung Regency. This means that a decrease in work-family conflict in the work environment of BKPSDM Badung Regency employees can have a positive impact on increasing job satisfaction. Organizational citizenship behavior has a positive and significant effect on job satisfaction at BKPSDM Badung Regency. This means that the better the organizational citizenship behavior of each employee, the more positive the impact on increasing job satisfaction at BKPSDM Badung Regency. Job placement has a positive and significant effect on job satisfaction at BKPSDM Badung Regency. This means that the more appropriate the job placement of employees implemented by the Badung Regency BKPSDM, the more positive the impact on increasing job satisfaction. The researcher suggests that future researchers should add other variables such as internal control, compensation, competence, and others. In addition, it is necessary to increase the number of samples and expand the scope of the research beyond the Badung Regency BKPSDM.
Co-Authors A A Sg Eli Pertami Dewi Saraswati A.A. Gde Dinda Kusuma A.A.Made Alit Putra Adhi Krisna Yuliawan Agus Wahyudi Salasa Gama Alwi Anak Agung Ayu Dian Andriyani Anak Agung Intan Andika, Ary Wira Anggriani, Rini Aprilia, Komang Tri Ardianti, Ni Putu Indah Ade Arimbawa, I Gusti Made Darma Putra Artawan, I Putu Gede Bayu Arwita, Gusti Ayu Lena Budi, I Kadek Cahyadi Cahya Putri Damayanti , Ni Luh Made Cahyadi, Irwan Carina , Tiara Cokorda Prabu Pemayun Dari, Ni Kadek Ulan Darki, Ni Putu Uma Shintya Dewi Desak Kadek Sudiati Desak Made Mya Yudia Sari Devi, Anak Agung Istri Bintang Cantika Dewa Ayu Putri Dwi Pratiwi Dewa Gede Agung Gana Kumara Dewa Gede Agung Gana Kumara Dewa Gede Artha Ariasa Dewi Purnama Sari Dewi, Gusti Agung Ayu Laksmi Werdhiasih Dewi, Ni Kadek Sutya Djuni Henri Taneo Dwiantara, I Wayan Satya Dwinata JS, I Putu Wahyu Dwipa, I Made Suryana Febrianti, Luh Gede Rosita Gde Bayu Surya Parwita Gde Bayu Surya Parwita Gde Bayu Surya Prawita Gde Bayu Suya Parwita Gissella Nurcahyani Suharto Gissella Nurcahyani Suharto Gregorius Paulus Tahu Gunayasa, I Nyoman Gusti Ayu Dian Candrakirani Gusti Ayu Kartika Suri Hamdani Hardayani, Ni Putu Ayu Savitri Histayanthi, Kadek Dwi I Dewa Gede Agung Pandawana I Dewa Made Arik Permana Putra I Dewa Made Arik Permana Putra I Dewa Nyoman Usadha I GD Yudha Partama I Gede Cahyadi Putra I Gede Darma Putra I Gede Iwan Sudipa I Gede Riana I Gede Rihayana I Gede Satrya Ariwibawa I Gede Tri Suryawan I Gusti Agung Ayu Purnami Yogi I Gusti Ayu Imbayani I Gusti Bagus Wira Kurnia Saputra I Kadek Gelgel Deddy Setiawan I Ketut Wiartha I Komang Oka Permadi I Made Adhika I Made Adhika I Made Aditya Wardana I Made Agus Budiana I Made Edi Saputra Mahendra I Made Herdi Arya Dwi Permana I Made Risma M Arsha I Made Sony Indrawan I Made Wahyu Wijaya I Made Wikan Dwi Prasetya I Nengah Aristana I Nengah Suardhika I Nengah Sudja I Nyoman Agus Hendra Maryawan I Nyoman Asna Karmana I Nyoman Gede Widiana I Nyoman Resa Adhika I Putu Gede Rangga Raditya I Putu Krisna Candra Oka Diputra I Wayan Widnyana Ida Ayu Komang Tiara Pratistha Sari Ida Ayu Putri Gita Ardiantari Ida Ayu Putu Clarantya Dyentari Surya Ida Ayu Putu Utami Paramita Ida Ayu Putu Utami Paramita Ida Ayu, Putri Gita Ardiantari Ida Bagus Ngurah Ismayanthi, Tjokorda Istri Tuty JS, I Putu Wahyu Dwinata Kadek Alan Pranata Kadek Dwi Rista Rini Kadek Edi Miyana Putra Kadek Erika Wahyuni Kadek Rista Ananda Putra Kadek Yobi Dharma Putra Kadek Yobi Dharma Putra Kanadjo, Leni Marlina Karang, I Komang Agung Pramana Kartini, Kadek Ayu Khrisna, Putu Gede Indra Komang Tri Wahyuni . Luh Gede Dwipani Luh Gede Putu Purnawati Luh Putri Mas Mirayani Luh Putu Meilya Widyasti M. Rimawan Made Hendra Wijaya Made Ika Prastyadewi Made Pradnyan Permana Usadi Maharani, Ni Ketut Sinta Santania Mentari, Ni Made Indah Mentari, Ni Made Indah Mentari Mirayani, Ni Kadek Mita Ekariani, Ni Wayan Narayani, Kadek Jyoti Dewi Natalia, Kadek Novi Nengah Landra Ni Kadek Ayu Diah Candra Dewi Ni Kadek Budiani Ni Kadek Dwi Damayanti Ni Kadek Febriantari Ni Kadek Mega Yuli Anjani Ni Kadek Muliani Ni Kadek Nonik Rasminingsih Ni Kadek Purnadewi Ni Kadek Purnama Dewi Ni Kadek Reza Pramudya Dewi Ni Kadek Rina Sepriyani Ni Kadek Riskayanti Ni Kadek Valentina Febrianti Ni Kadek Wirastini Ni Ketut Ratna Parmitha Dewi Ni Komang Dila Merliyani Ni Komang Lisnawati Ni Komang Sekar Mariyani Ni Komang Sekar Mariyani Ni Komang Suwartini Ni Komang Trisnawati Ni Komang Triya Cahyati Ni Luh Gede Putu Purnawati Ni Luh Gede Putu Purnawati Ni Luh Mitha Devi Yanti Ni Luh Nikmawati Dewi Ni Luh Putu Arik Juniari Ni Luh Putu Rita Yudihari Ni Luh Putu Rita Yudihari Ni Luh Putu Sintyawati Ni Luh Yuvina Natalia Ni Made Anisa Wira Setia Prema Sundhari Ni Made Ari Trisnayanti Ni Made Dwi Apsari Natalisa Ni Made Indah Mentari Ni Made Indah Noveny Putri Ni Made Kristina Andika Ni Made Mustyani Ni Made Pebiari Ni Made Putri Desi Antari Ni Made Sri Puspita Dewi Ni Made Yudhaningsih ni made yudhaningsih, ni made Ni Nym Adhi Sukmanitri Ni Nyoman Suryani Ni Nyoman Trianti Ni Putu Arya Juliantari Ni Putu Ayu Savitri Hardayani Ni Putu Ayu Savitri Hardayani Ni Putu Ayu Savitri Hardayani Ni Putu Cempaka Dharmadewi Ni Putu Cempaka Dharmadewi Atmaja Ni Putu Devi Ariananda Putri Ni Putu Indah Ade Ardianti Ni Putu Lilian Ni Putu Lisa Ernawatiningsih Ni Putu Veren Vivianty Ni Putu Viranitha Dewi Pertiwi Ni Putu Yeni Astiti Ni Wayan Indah Safitri Rahayuni Ni Wayan Sari Wahyuni Ni Wayan Setya Dewi Ni Wayan Viniari Noviana Dewi Setianingrum Nugroho, Gifari Iman Ovriyadin, Ovriyadin Ovriyaidn Pande Ketut Ribek Partama, I GD Yudha Partama, I GD. Yudha Permana, I Putu Andri Pradnya Semita, Ni Kadek Dhea Kirana Pramarta, Kadek Dody Pramawati, I.D.A Tantri Pramesti, Ni Putu Linda Ayu Prananda, I Made Krisna Prasetya, I Made Wikan Dwi Pratiwi, Ni Kadek Dina Pratiwi, Ni Putu Siska Puji Muniarty Putra , I Dewa Made Arik Permana Putra, I Gusti Agung Ngurah Alit Darma Putra, I Kadek Arya Dwi Prayana Putra, Kadek Yobi Dharma Putri Agung Permata Sari Putu Aditya Parodya Putu Agus Eka Rismawan Putu Agus Eka Rismawan Putu Ardina Juliastuti Putu Ayuni Cantika Putu Gede Arya Nugraha Putu Gede Indra Khrisna Putu Gede Indra Khrisna Putu Iin Budi Purna Dewi Putu Pradiva Putra Salain Putu Venny Sri Rahayu R. Sapto Hendri Boedi Soesatyo Raniati, Ni Luh Gede Sang Ayu Setya Nusani Santi, Ni Komang Meri Ari Sari, Ni Komang Santi Yulia Sari, Ni Made Depita Suari, Luh Ketut Adnya Suartama, I Wayan Oka Putra Suliati, Ni Nyoman Supriyadi Supriyadi Thegi Mintara Tiara Carina Tiara Carina Tjokorda Istri Praganingrum Tjokorde Gede Agung Paruseva Pemayun Usadi, Made Pradnyan Permana Wati, Ni Made Widya Wijana, I Made Dauh Yasa, I Putu Nugraha Adi Putra Yudihari, Ni Luh Putu Rita