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<![CDATA[Peran Mediasi Sikap Berwirausaha Pada Pengaruh Pendidikan Kewirausahaan Dan Dukungan Keluarga Terhadap Niat Berwirausaha ]]>
<![CDATA[Kadek Ema Yulistia]]>;
<![CDATA[Agoes Ganesha Rahyuda]]>
<![CDATA[ RELASI : JURNAL EKONOMI Vol 19 No 1 (2023) ]]>
Publisher : <![CDATA[STIE Mandala Jember ]]>
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DOI: 10.31967/relasi.v19i1.661
<![CDATA[This study aims to analyze the mediating role of entrepreneurial attitudes on the effect of entrepreneurship education and family support on the entrepreneurial intentions of students in the Faculty of Economics and Business, Udayana University.The population in this study were students of the Faculty of Economics and Business, Udayana University, batch 2018. The number of samples used in this study was 240 respondents using proportionate random sampling. The research instrument in this study was a questionnaire. The data analysis technique used Partial least square (PLS). The results showed that entrepreneurship education had a positive effect on entrepreneurial intentions. Family support has a positive effect on entrepreneurial intentions. Entrepreneurship education has a positive effect on entrepreneurial attitudes. Family support has a positive effect on entrepreneurial intentions. Entrepreneurial attitudes have a positive effect on entrepreneurial intentions. Entrepreneurial attitude is able to significantly mediate the effect of entrepreneurship education on entrepreneurial intentions. Entrepreneurial attitude is able to significantly mediate the effect of family support on entrepreneurial intentions.]]>
<![CDATA[Systematic Review: Leadership Style in Maintaining Business Sustainability in the MSME Industry ]]>
<![CDATA[Aristayudha, A A Ngurah Bagus]]>;
<![CDATA[Riana, I Gede]]>;
<![CDATA[Rahyuda, Agoes Ganesha]]>;
<![CDATA[Surya, Ida Bagus Ketut]]>
<![CDATA[ Journal of Economics and Public Health Vol 2 No 4 (2023): Journal of Economics and Public Health: December 2023 ]]>
Publisher : <![CDATA[Global Health Science Group ]]>
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DOI: 10.37287/jeph.v2i4.2741
<![CDATA[Leadership style is the way a leader chooses to direct or coordinate the work that will be given to his subordinates. The leadership style chosen by a leader depends on the goals of the organization or company, who is being led, and the type of business led by the leader. Systematic review using the Google Scholar database. Search results using the keyword leadership style in maintaining business continuity in the MSME industry" using the Google Scholar electronic data base. After carrying out an analysis based on a complete composition, namely 5 articles used in this article. The results of this research show that there are many types of leadership styles, but the choice of leadership style depends on the situation and conditions of the organization or business being led. The types of leadership styles include democratic leadership style, authoritarian leadership style and leadership styles that are appropriate to current conditions, namely transactional and transformational. MSMEs are a type of small business that also requires a leadership style that is appropriate to the type of business and the goals of the business to maintain the stability or sustainability of the business. Leadership style is a method or tactic used by a leader to direct and coordinate activities in an organization so that organizational goals are expected to be achieved.]]>
<![CDATA[How Knowledge Sharing Mediates the Effect of Authentic Leadership on Organizational Commitment ]]>
<![CDATA[Dana Perkasa, I Gede Tito]]>;
<![CDATA[Rahyuda, Agoes Ganesha]]>
<![CDATA[ International Research Journal of Business Studies Vol. 17 No. 2 (2024): August - November 2024 ]]>
Publisher : <![CDATA[Universitas Prasetiya Mulya ]]>
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DOI: 10.21632/irjbs.17.2.171-184
<![CDATA[This study aims to provide empirical evidence of the effect of Authentic Leadership on Organizational Commitment which is mediated by Knowledge Sharing. This research is causality associative research using a quantitative approach. The scope of this research includes the subject of the research, namely permanent employees and contract employees at PT. Karya Pak Oles Tokcer who work in Bali Province. The population in this study were all employees of PT Karya Pak Oles Tokcer in Bali Province with a total of 117 employees. The sampling technique used in this study was saturated sampling which is included in non-probability sampling. The data analysis technique in this study uses two analysis techniques, namely descriptive statistical analysis and inferential statistical analysis using Structural Equation Modeling (SEM). The results of the analysis provide evidence that Authentic Leadership has a positive effect on Organizational Commitment and Authentic Leadership affects Knowledge Sharing. Knowledge Sharing also has a positive effect on Organizational Commitment and mediates Authentic Leadership on Organizational Commitment.]]>
<![CDATA[Does Self-Efficacy Moderate the Effect of Customer Incivility on Work Engagement? ]]>
<![CDATA[Wisesa, I Made Siddhi]]>;
<![CDATA[Rahyuda, Agoes Ganesha]]>
<![CDATA[ International Research Journal of Business Studies Vol. 17 No. 3 (2024): December 2024 - March 2025 ]]>
Publisher : <![CDATA[Universitas Prasetiya Mulya ]]>
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DOI: 10.21632/irjbs.17.3.281-292
<![CDATA[This research aims to determine how customer incivility can impact frontlines’ work engagement and how self-efficacy moderates the relationship between customer incivility and frontlines’ work engagement. This research uses a saturated or census sampling technique, which is included in non-probability sampling with a sample of 70 participants. The data for this research is obtained through questionnaires and interviews. This research uses Moderated Regression Analysis (MRA) using the Statistical Package for the Social Sciences (SPSS). Research analysis shows that customer incivility can reduce the level of work engagement of frontline employees. A high level of self-efficacy can maintain or increase the level of work engagement of frontline employees even though these employees experience customer incivility.]]>
<![CDATA[RELEVANSI LEARNING AGILITY KARYAWAN DI DUNIA KERJA ]]>
<![CDATA[Handayani, Sagung Agung Diah Pradnya]]>;
<![CDATA[Supartha, I Wayan Gede]]>;
<![CDATA[Rahyuda, Agoes Ganesha]]>;
<![CDATA[Surya, Ida Bagus Ketut]]>
<![CDATA[ Journal of Information System, Applied, Management, Accounting and Research Vol 9 No 1 (2025): JISAMAR (December-February 2025) ]]>
Publisher : <![CDATA[Sekolah Tinggi Manajemen Informatika dan Komputer Jayakarta ]]>
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DOI: 10.52362/jisamar.v9i1.1718
<![CDATA[Dunia kerja yang sangat cepat berubah melahirkan lingkungan kerja yang dinamis. Karyawan tidak hanya dituntut untuk menguasai keterampilan teknis, tetapi juga memiliki kemampuan adaptasi yang tinggi. Tren seperti digitalisasi, kecerdasan buatan, dan model kerja jarak jauh semakin mendominasi, menciptakan tekanan baru bagi karyawan. Penelitian ini bertujuan untuk menyelidiki relevansi learning agility dalam dunia kerja. Penelitian ini menganalisis relevansi learning agility dengan menggunakan metode Systematic Literature Review. Jumlah artikel yang dianalisis sebanyak 15 artikel yang telah memenuhi kriteria inklusi. Hasil penelitian menemukan bahwa learning agility memiliki sejumlah keterkaitan dengan beberapa variable yaitu perilaku inovatif, turnover, kinjerja, self-management, dan motivasi karyawan. Variable-variabel tersebut sangat penting pengaruhnya dalam keberlangsungan karyawan dalam dunia kerja. Berdasarkan hasil penelitian disimpulkan bahwa learning agility memiliki relevansi pada dunia kerja masa kini.]]>
<![CDATA["PEDANG BERMATA DUA" DARI QUIET QUITTING BAGI KARYAWAN: TINJAUAN LITERATUR SISTEMATIS ]]>
<![CDATA[Budi Riyanto]]>;
<![CDATA[Wayan Gede Supartha]]>;
<![CDATA[Agoes Ganesha Rahyuda]]>;
<![CDATA[I Made Artha Wibawa]]>
<![CDATA[ E-Jurnal Manajemen Vol 14 No 3 (2025) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana ]]>
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DOI: 10.24843/EJMUNUD.2025.v14.i3.p04
<![CDATA[Covid-19 memicu perubahan yang mendasar dalam sistem bekerja hingga muncul istilah work from home (WFH). Selama WFH karyawan melakukan evaluasi terhadap lingkungan kerja yang dijalani selama ini. Pada 2021 terjadi fenomena Great Resignation, dimana karyawan secara sukarela meninggalkan pekerjaan mereka untuk mencari peluang yang lebih baik dan peningkatan keseimbangan antara kehidupan pribadi dan lingkungan kerja. Setahun setelahnya diikuti oleh quiet quitting, perilaku karyawan yang memiliki komitmen terbatas untuk melaksanakan tugas yang diberikan dan merasa enggan untuk melakukan tugas lain diluar deskripsi pekerjaannya. Tujuan dari penelitian ini adalah untuk mengetahui sisi positif dan negatif dari perilaku quiet quitting. Metode yang digunakan dalam penelitian ini adalah studi literatur melalui ulasan sistematis atau Systematic Literature Review (SLR). Di satu sisi quiet quitting terkesan memiliki tujuan yang baik bagi karyawan yang mengalami kelelahan kerja. Di sisi yang lainnya quiet quitting dinilai dapat merugikan kinerja organisasi sekaligus mengandung dampak negatif bagi karyawan khsusunya terkait potensi karir di masa yang akan datang. Oleh karena itu perlu penempatan yang tepat untuk memastikan perilaku ini karena memiliki sifat seperti pedang bermata dua. Bagi organisasi sangat penting untuk mengetahui apa saja yang dapat memicu perilaku quiet quitting sehingga dapat diantisipasi. Covid-19 triggered fundamental changes in the working system until the term work from home (WFH) emerged. During WFH, employees evaluate the work environment they have been living in. In 2021 the Great Resignation phenomenon occurred, where employees voluntarily left their jobs in search of better opportunities and an improved work-life balance. A year later it was followed by quiet quitting, the behavior of employees who have limited commitment to carrying out their assigned tasks and feel reluctant to perform other tasks outside their job description. The purpose of this study is to determine the positive and negative sides of quiet quitting behavior. The method used in this research is a Systematic Literature Review (SLR). On the one hand, quiet quitting seems to have a good purpose for employees who experience job burnout. On the other hand, quiet quitting is considered to be detrimental to organizational performance as well as having a negative impact on employees, especially regarding future career potential. Therefore, it needs proper placement to ensure this behavior because it has the nature of a double-edged sword. For organizations it is very important to know what can trigger quiet quitting behavior so that it can be anticipated.]]>
<![CDATA[Influence Self-leadership And Self-efficacy on Entrepreneurial Performance: The Mediating Role of Entrepreneurial Commitment in the Car Repair Industry of Badung Regency ]]>
<![CDATA[Sanjaya, Gede Delin]]>;
<![CDATA[Rahyuda, Agoes Ganesha]]>
<![CDATA[ Eduvest - Journal of Universal Studies Vol. 5 No. 5 (2025): Eduvest - Journal of Universal Studies ]]>
Publisher : <![CDATA[Green Publisher Indonesia ]]>
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DOI: 10.59188/eduvest.v5i5.50095
<![CDATA[A productive and competent entrepreneur is needed in a business. The entrepreneur's performance plays an important role in the business's success. The existence of self-characteristics, such as self-leadership, self-efficacy, and good entrepreneurial commitment, will build the entrepreneur's performance more optimally. This study aims to analyse the role of entrepreneurial commitment in mediating the influence of self-leadership and self-efficacy on entrepreneurial performance in the Badung Regency Car Repair Industry. Sampling in this study used the saturated sample method, involving 42 entrepreneurs in the Badung Regency car repair industry. Data was collected using a questionnaire. The data analysis method used was Structural Equation Modelling (SEM) based on Partial Least Squares (PLS) with SmartPLS 4.1 software. The research results show that self-leadership and entrepreneurial commitment positively affect entrepreneurial performance. Self-efficacy does not affect entrepreneurial performance. Self-leadership and self-efficacy have a positive effect on entrepreneurial commitment. Entrepreneurial commitment partially mediates the influence of self-leadership on entrepreneurial performance and fully mediates the influence of self-efficacy on entrepreneurial performance. This study concludes that with strong self-leadership and self-efficacy, entrepreneurs will be able to increase their entrepreneurial commitment, ultimately improving their performance. Therefore, entrepreneurs need to maintain and develop their self-characteristics and entrepreneurial commitment to improve their performance sustainably.]]>
<![CDATA[The Effect of Career Development on Turnover Intention Mediated by Job Satisfaction (A Study on Employees of PT. BPR Bali Dananiaga) ]]>
<![CDATA[Sugiantari, Ni Putu Ayu]]>;
<![CDATA[Rahyuda, Agoes Ganesha]]>
<![CDATA[ Indonesian Journal of Advanced Research Vol. 4 No. 7 (2025): July 2025 ]]>
Publisher : <![CDATA[PT FORMOSA CENDEKIA GLOBAL ]]>
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DOI: 10.55927/ijar.v4i7.15015
<![CDATA[This study uses job satisfaction as a mediating variable to examine how career growth affects turnover intention. The study, which was carried out at PT. BPR Bali Dananiaga, involved 53 employees who were chosen by the census technique. Surveys and interviews were used to gather data, and path analysis was used for analysis. According to the study's findings, career growth significantly and negatively affects the intention to leave a company, whereas it significantly and favorably affects job satisfaction. The association between career advancement and turnover intention is partially mediated by job satisfaction, which also has a negative and considerable impact on turnover intention. In addition to providing insights for businesses in resolving turnover and forming future policies, this research validates the Traditional Turnover Theory.]]>
<![CDATA[The Influence of the Work Environment on Organizational Commitment Mediated by Employee Job Satisfaction (A Study at the Badung Branch of the Bali Regional Development Bank) ]]>
<![CDATA[Putri, Ni Luh Maha Cantika]]>;
<![CDATA[Rahyuda, Agoes Ganesha]]>
<![CDATA[ Indonesian Journal of Advanced Research Vol. 4 No. 7 (2025): July 2025 ]]>
Publisher : <![CDATA[PT FORMOSA CENDEKIA GLOBAL ]]>
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DOI: 10.55927/ijar.v4i7.15016
<![CDATA[Organizational commitment refers to the emotional bond, loyalty, and sense of obligation an employee feels toward their organization. This study investigates the influence of the work setting on organizational dedication, with job satisfaction serving as a mediating element. The research was carried out at the Bali Regional Development Bank (BPD Bali), Badung Branch, involving 45 employees selected through a census approach. Data were obtained through questionnaires and interviews, then analyzed using Path Analysis and the Sobel Test. The findings reveal that the workplace atmosphere and employee satisfaction both have a beneficial and substantial impact on commitment to the organization. Moreover, the work atmosphere positively influences job satisfaction, which then facilitates the connection between the work atmosphere and commitment to the organization. These results align with social exchange theory, suggesting that improving the workplace atmosphere and employee satisfaction may lead to greater commitment among staff.]]>
<![CDATA[Analisis Budaya Organisasi terhadap Organizational Citizenship Behavior dengan Employee Engagement sebagai Variabel Mediasi ]]>
<![CDATA[Satyawati, Cokorda Istri Sri]]>;
<![CDATA[Rahyuda, Agoes Ganesha]]>
<![CDATA[ Jurnal Nusantara Aplikasi Manajemen Bisnis Vol 7 No 2 (2022): Jurnal Nusantara Aplikasi Manajemen Bisnis ]]>
Publisher : <![CDATA[UNIVERSITAS NUSANTARA PGRI KEDIRI ]]>
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DOI: 10.29407/nusamba.v7i2.17794
<![CDATA[The purpose of this study is to find out the effect of organizational culture on OCB mediated by employee engagement at PT. BPD Bali Cabang Utama Denpasar. 76 respondents were used in this study determined with saturated method. Data was collected using a survey approach, where the research instrument used was a questionnaire, then analyzed using the Partial Least Square (PLS). The results showed that organizational culture had a positive significant effect on OCB; Organizational culture has a positive and significant effect on employee engagement; Employee engagement has a positive and significant effect on OCB and Employee engagement able to mediate organizational culture on OCB at PT. BPD Bali Cabang Utama Denpasar.]]>
