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Ida Bagus Agung Dharmanegara
Universitas Warmadewa
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PERAN PERILAKU INOVATIF DAN KOMITMEN ORGANISASIONAL DALAM MEMEDIASI PENGARUH KEBAHAGIAAN KERJA TERHADAP KINERJA KARYAWAN Ni Nyoman Kerti Yasa; Putu Laksmita Dewi Rahmayanti; Ida Ayu Putu Widani Sugianingrat; Ida Bagus Agung Dharmanegara; Rahcmad Budi Suharto
MIX: JURNAL ILMIAH MANAJEMEN Vol 11, No 2 (2021): MIX: Jurnal Ilmiah Manajemen
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22441/mix.2021.v11i2.008

Abstract

Tujuan penelitian ini adalah untuk menjelaskan peran kebahagiaan kerja dan komitmen karyawan memediasi pengaruh kebahagiaan kerja terhadap kinerja karyawan. Populasi penelitian ini adalah karyawan perusahaan swasta di Bali. Besarnya sampel yang digunakan sebanyak 200 orang dengan metode purposive sampling. Teknik analisis yang digunakan adalah Path Analysis dengan menggunakan pendekatan SEM-PLS. Hasil penelitian menunjukkan bahwa kebahagaan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Kebahagiaan kerja berpengaruh positif dan signifikan terhadap perilaku inovatif dan kebahagian kerja juga berpengaruh positif dan signifikan terhadap komitmen organisasional. Selanjutnya, perilaku inovatif berpengaruh positif dan signifikan terhadap kinerja karyawan dan komitmen organisasional berpengaruh positif dan signifikan terhadap kinerja karyawan. Perilaku inovatif mampu memediasi parsial secara signifikan pengaruh kebahagiaan kerja terhadap kinerja karyawan dan komitmen organisasional mampu memediasi secara signifikan pengaruh kebahagiaan kerja terhadap kinerja karyawan.  Oleh karena itu penting bagi pimpinan di perusahaan untuk memperhatikan mengembangkan perilaku inovatif dan komitmen organisasional sehingga kebahagiaan kerja mampu meningkatkan kinerja karyawannya.
The Role of Entrepreneurial Self-Efficacy in Mediating the Effect of Entrepreneurship Education and Financial Support on Entrepreneurial Behavior Ida Bagus Agung Dharmanegara; Putu Laksmita Dewi Rahmayanti; Ni Nyoman Kerti Yasa
International Journal of Social Science and Business Vol. 6 No. 2 (2022): May
Publisher : Universitas Pendidikan Ganesha

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23887/ijssb.v6i2.46719

Abstract

In college, the willingness of students to start or run a business is still relatively low. This study aimed to analyze the role of entrepreneurial self-efficacy in mediating the effect of entrepreneurship education and financial support on entrepreneurial behavior. This research is a type of causality research. Data collection was continued by distributing questionnaires in Google Form to several WhatsApp groups. This study's population is active university students who already have online businesses in Bali. The sample size used is 210 respondents with the purposive sampling method. The analytical technique used is Path Analysis using SEM-PLS. The results showed that entrepreneurship education positively and significantly affected entrepreneurial behavior. Financial support also has a positive and significant effect on entrepreneurial behavior. Furthermore, entrepreneurship education has a positive and significant effect on entrepreneurial self-efficacy; financial support also has a positive and significant effect on entrepreneurial self-efficacy, and entrepreneurial self-efficacy affects entrepreneurial behavior. In addition, entrepreneurial self-efficacy can mediate the effect of entrepreneurship education and financial support on online business entrepreneurial behavior.
The Effect Of Work Load And Burnout On Performance Employees With Mediation Job Satisfaction At Klungkung Regional General Hospital Kadek Bayu Sastrawan; Ida Bagus Agung Dharmanegara; Putu Ngurah Suyatna Yasa
JUSTBEST: Journal of Sustainable Business and Management Vol. 2 No. 2 (2022): JUSTBEST: Journal of Sustainable Business and Management
Publisher : Global Researcher Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (239.203 KB) | DOI: 10.52432/justbest.2.2.2022.73-87

Abstract

The hospital is a place of health care that must be managed properly. For this reason, hospital management must be better and more professional, especially HR management. One important role of human resource management is maintaining and improving employee performance. Employee performance can affect the achievement of company goals that have been set. The purpose of this study was to determine the effect of workload and burnout on employee performance mediated by job satisfaction. The sampling technique used in data collection is Probability Sampling using Simple Random Sampling. The sample used was 122 people from a population of 174 people. The results showed that workload had a negative effect on job satisfaction, and the relationship was not significant. Workload has a positive effect on employee performance and the relationship is significant. Burnout has a positive effect on job satisfaction, and the relationship is not significant. Burnout has a negative effect on performance, and the relationship is significant. Job satisfaction negatively affects nurses' performance, and the relationship is not significant.
How Well Public Service Motivation and Job Satisfaction in Enhancing the Effect of Compensation on Job Performance? Ida Bagus Agung Dharmanegara; Riza Bahtiar Sulistyan; Iin Agustina
Wiga : Jurnal Penelitian Ilmu Ekonomi Vol. 11 No. 2 (2021): September 2021
Publisher : Institut Teknologi dan Bisnis Widya Gama Lumajang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30741/wiga.v11i2.853

Abstract

This study aims to examine the relationship between compensation and public service motivation, job satisfaction and job performance from Public High Schools in Badung Regency, Denpasar Bali. The theoretical basis used is the concept of fairness in compensation, motivational bases in public service and value-percept theory in job satisfaction toward individual performance. The study was conducted on employees of a public high school in Badung Regency, Denpasar Bali, involving all employees who were respondents in this study. The research model built in this study was tested using a quantitative paradigm and specifically path analysis was used to answer research questions about how the pattern of interrelationships between the four variables observed in this study. The results of the study indicate that compensation is very important in increasing public service motivation and employee job satisfaction, although on the other hand compensation cannot have a direct impact on employee performance. Considering that there is an important effect of public service motivation and job satisfaction on job performance, it is believed that the effect of compensation can improve job performance through public service motivation and job satisfaction.
MANAJEMEN TALENTA PADA SEKTOR PUBLIK: SEBUAH STUDI LITERATUR SERTA ARAH MODEL KAJIAN UNTUK MASA DEPAN Ricky Adi Putranto; Joni Dawud; Hafid Aditya Pradesa; Djony Harijanto; Ida Bagus Agung Dharmanegara
Jurnal Manajemen dan Profesional Vol 3 No 2 (2022): Jurnal JPro
Publisher : Program Studi Manajemen Institut Teknologi dan Bisnis Asia Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32815/jpro.v3i2.1463

Abstract

Pegawai merupakan aset terbesar dari organisasi mana pun, agar organisasi bersinar; organisasi bergantung pada kompetensi dan sikap profesional dari pegawai. Pengelolaan talenta dalam organisasi, yang sering dikenali sebagai manajemen talenta masih membuka peluang untuk perdebatan ilmiah tentang bagaimana konsep ini bisa berjalan dengan baik pada organisasi sektor publik. Dengan menggunakan pendekatan studi literatur, artikel ini mengulas tentang filosofi talenta, telaah manajemen talenta, serta model kerangka integratif manajemen talenta pada sektor publik yang bermuara pada efektivitas manajemen talenta pada organisasi publik. Kesenjangan yang ada dalam literatur dan dalam praktik adalah kurangnya model yang komprehensif, didukung oleh bukti empiris, untuk mendukung manajemen bakat bagi para pemimpin organisasi publik di tingkat fungsional dan eksekutif. Sebuah proposisi penting berupa model kerangka integratif manajemen talenta, selain menjadi arah untuk penelitian ke depan juga dapat memberikan gambaran tentang apa yang dapat dilakukan dan bagaimana organisasi publik melakukan sesuatu hal yang mendorong upaya untuk menjadi lebih fokus dalam menarik, merekrut, mengembangkan, dan mempertahankan talenta yang tepat dalam mendorong pertumbuhan organisasi yang begitu cepat.
The Effect of Leadership Style and Competence on Performance With Job Satisfaction as an Intervening Variable KAWISANA, Putu Gede Wisnu Permana; NARINDRA, A.A Ngurah Mayun; DHARMANEGARA, Ida Bagus Agung
Journal of Governance, Taxation and Auditing Vol. 1 No. 4 (2023): Journal of Governance, Taxation and Auditing (April - June 2023)
Publisher : PT Keberlanjutan Strategis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38142/jogta.v2i3.870

Abstract

Throughout human civilization's history, it has been known that the dynamics and movements of an organization, to some extent, depend on humans as the implementers in carrying out organizational activities. When examined in general, the success of an organization or a company in achieving its goals depends on the components within the organization itself, such as leadership, employees, programs, objectives, facilities, and infrastructure available. Performance is crucial in a company because it is closely related to the activities carried out by employees. Mangkunegara (2010) defines employee performance as the quality and quantity of work an employee achieves in carrying out their tasks by their responsibilities. Competence is a fundamental characteristic of an individual that influences how they think and act, make generalizations about all situations they encounter, and endure within a person for a considerable period (Ruky, 2006). Leadership style has a strong positive influence on Performance. In an institution, organizational behavior factors also directly or indirectly affect Performance. This study focuses on all SMEs (Small and Medium-sized Enterprises) near Badung Regency, using random sampling for testing variables with Smart PLS 4.0. From the research results, leadership style does not significantly influence employee performance; competence has a significant positive relationship with employee performance. Job satisfaction does not have a significant influence on employee performance. Leadership style does not have an indirect influence on employee performance. Competence does not indirectly influence employee performance through job satisfaction.
The Impact of Individual Characteristics, Work Environment, and Organization Culture Against Employee Performance at PT Telkom Akses Witel Denpasar ANANNTA, Kadek Ryandana Wisma; KUSUMA, Putu Jerry; DHARMANEGARA, Ida Bagus Agung
Journal of Governance, Taxation and Auditing Vol. 2 No. 1 (2023): Journal of Governance, Taxation and Auditing (July - September 2023)
Publisher : PT Keberlanjutan Strategis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38142/jogta.v2i2.877

Abstract

This research examines and analyzes the influence of individual characteristics, work environment, and organizational culture on employee performance. This research was conducted at PT. Telkom Access Witel Denpasar by arriving! The research consisted of 73 respondents using random sampling techniques. All data obtained from the questionnaire distribution is suitable for use, then analyzed using multiple linear regression hypothesis testing (t-test and f-test). The results showed that (1) Fritung (65,229)> Fable (2.74) with a significance value of F of 0.000<0.05, then Ho is rejected. This means the individual characteristic variable (X1). Work environment (X2) and organizational culture (X3) simultaneously have a positive and significant effect on employee performance (Y). The regression coefficient ß1 (individual characteristic variable) is 0.523. The regression coefficient ß2 (work environment variable) is 0.186, indicating that the better the work environment, the greater the employee performance at PT. Telkom Access Witel Denpasar. The regression coefficient B3 (organizational culture variable) is 0.267, indicating that the better the organizational culture, the greater the employee performance at PT. Telkom Access Witel Denpasar.
Mengeksplorasi Dimensi Perilaku Inovatif PNS: Sebuah Studi Empiris di Kabupaten Badung Dharmanegara, Ida Bagus Agung; Harijanto, Djony; Jamaluddin, Mohd Raziff; Agustina, Iin
Image : Jurnal Riset Manajemen Vol 11, No 2 (2023): Image : Jurnal Riset Manajemen
Publisher : Universitas Pendidikan Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17509/image.2023.025

Abstract

Gagasan mengenai perilaku inovatif di tempat kerja mendorong para supervisor dan pimpinan organisasi publik untuk memberikan perhatian terhadap hal tersebut. Perilaku inovatif merupakan salah satu perilaku positif seseorang dalam pekerjaannya. Penelitian ini bertujuan untuk mengeksplorasi dimensi perilaku inovatif pegawai yang bekerja pada organisasi publik di Kabupaten Badung. Model perilaku kerja inovatif Dorenbosch yang diadaptasi dalam penelitian ini diujicobakan pada pegawai negeri sipil yang bekerja di Kantor Pemerintahan di Kabupaten Badung. Pengambilan sampel dilakukan dengan menggunakan convenience sampling dalam kurun waktu dua bulan (Februari – Maret 2023) dan karyawan yang berpartisipasi menjadi responden dalam penelitian. Data yang terkumpul diolah dengan menggunakan alat statistik, dan teknik analisis faktor konfirmatori dua tahap digunakan untuk mengungkap nilai bobot faktor indikator pada dimensi, serta masing-masing dimensi pada variabel perilaku kerja inovatif. Perilaku inovatif dapat dicerminkan oleh (1) penggunaan teknologi komputer, (2) penggunaan sumber daya keuangan yang tersedia, (3) implementasi gagasan, serta (4) penciptaan ide. Tampak bahwa hal inovatif berkaitan erat dengan hal teknologi, dan hasil penelitian ini mengkonfirmasi hal tersebut pada pegawai negeri sipil di Kabupaten Badung.
Development of Theory of Planned Behavior (TPB) With Self-Efficacy to Explain The Intention To Be A Farmer in The Zinenial Generation Widagda K, I Gusti Ngurah Jaya Agung; Yasa, Ni Nyoman Kerti; Rahmayanti, Putu Laksmita Dewi; Tirtayani, I Gusti Ayu; Dharmanegara, Ida Bagus Agung
Jurnal Manajemen & Agribisnis Vol. 19 No. 3 (2022): JMA Vol. 19 No. 3, November 2022
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jma.19.3.428

Abstract

The purpose of this study was to develop a theory of planned behavior (TPB) that explains the intentions of Generation Z farmers using self-efficacy variables. The population of this study is Gen Z from Bali. The sample size used was 210 with the planned sampling method. The analysis technique used is path analysis by SEM-PLS. Results showed that attitudes did not affect willingness to farm. Subjective norms and PBC had a positive and significant effect on intention to become a farmer, attitudes, and self-efficacy between subjective norms and PBC. and it made a big impression. , and self-efficacy can act as mediators of attitudes, subjective norms, and the impact PBC has on their intent to become a Gen Z farmer in Bali. It is therefore important that government, educational institutions and parents understand that farming is a good career, the more self-efficacy a person has towards farming, the easier it is for someone to get into it Enter Farming Farmer So You Can Encouraged Gen Z have big intentions to become farmers. Likewise, the availability of land and farming skills must find a solution so that they continue to improve in order to increase the intention to become a farmer in the Z generation. Keywords: attitude, subjective norm, PBC, self-efficacy, intention to become a farmer
The Influence of Leadership and Achievement Motivation on Employee Performance Through Job Satisfaction as a Mediator at PT. BPR Picu Manunggal Sejahtera PUTRA, I Made Oka Pratama; DHARMANEGARA, Ida Bagus Agung; AMERTHA, I Made Suniasta
Journal of Tourism Economics and Policy Vol. 4 No. 2 (2024): Journal of Tourism Economics and Policy (April - June 2024)
Publisher : PT Keberlanjutan Strategis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38142/jtep.v4i2.1042

Abstract

The purpose of this research is to analyze the influence of leadership and achievement motivation on employee performance with job satisfaction as a mediating variable at PT. BPR Triggers Manunggal Sejahtera. The method used in the research is quantitative with a questionnaire carried out systematically in accordance with the research objectives. The population in this study were all employees at PT. BPR Picu Manunggal Sejahtera except for 30 leaders. This research was analyzed using PLS-based SEM. The research results show that (1) Leadership has a positive and insignificant effect on job satisfaction at PT. BPR Picu Manungal Sejahtera (2) Leadership has a positive but not significant effect on employee performance at PT. BPR Picu Manunggal (3) Achievement motivation has a positive and significant effect on job satisfaction at PT. BPR Picu Manunggal Sejahtera (4) Achievement motivation has a positive and significant effect on employee performance at PT. BPR Picu Manunggal Sejahtera (5) Job satisfaction has a positive and insignificant effect on employee performance at PT. BPR Triggers Manunggal Sejahtera. This means that the better the job satisfaction provided, the employee performance will increase (6) Satisfaction mediates the influence of leadership on employee performance (7) Satisfaction does not mediate the influence of achievement motivation on employee performance. It is recommended that future researchers add alternative constructs that influence employee performance such as work environment, job training, compensation, communication, etc. as well as increase references related to research.
Co-Authors A.A. Media Martadiani, A.A. Media Agustina, Iin Amertha, I Made Suniasta ANANNTA, Kadek Ryandana Wisma Bhawna Bhawna Djony Harijanto Djony Harijanto Hafid Aditya Pradesa Harijanto, Djony Hasrudy Tanjung, Hasrudy Hassan Touati I Gusti Ayu Tirtayani I Made Sara Ida Ayu Putu Widani Sugianingrat Iin Agustina Jamaluddin, Mohd Raziff Joni Dawud Kadek Bayu Sastrawan Kawisana, Putu Gede Wisnu Permana Kornkanok Kanjanamethakul KURNIANINGSIH, M Retno Prima KUSUMA, Putu Jerry MARTADIANI, A.A.Media NARINDRA, A.A Ngurah Mayun Ni Luh Laksmi Rahmantari Ni Nyoman Kerti Yasa Ni Wayan SITIARI Nik Sarina Nik Md Salleh Pasupati, Bayu PUSPITAWATI, Anak Agung Tirta PUTRA, I Made Oka Pratama Putu Vivi Sinthya P Rahcmad Budi Suharto Rahmayanti, Putu Laksmita Dewi Reny, Reny Ricky Adi Putranto Riza Bahtiar Sulistyan SANJAYA, Ni Luh Putu Mutiara Utami Sari, Ida Ayu Wika Permata Sariani, Ni Ketut Sunardi Sunardi Yasa, Putu Ngurah Suyatna