Articles
<![CDATA[The Influence of Organizational Climate on Individual Creativity and Individual Innovative Behavior in Healthcare Settings ]]>
<![CDATA[Putu Agus Yoga Brahmanda Ariarta]]>;
<![CDATA[Made Surya Putra]]>;
<![CDATA[I Made Artha Wibawa]]>;
<![CDATA[Ida Bagus Ketut Surya]]>
<![CDATA[ Journal Research of Social Science, Economics, and Management Vol. 3 No. 12 (2024): Journal Research of Social Science, Economics, and Management ]]>
Publisher : <![CDATA[Publikasi Indonesia ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.59141/jrssem.v3i12.681
<![CDATA[The study aims to investigate the influence of organizational climate (OC) on individual innovative behavior (IIB) and examine the role of individual creativity (IC) as mediation in the concstruction of proposed relationships. This study involved 88 healthcare worker at Klungkung General Hospital. Data were collected using a 5-point Likert scale. The sampling method employed was non-probability based predefined criteria. Data analysis was done through a structural equation moedel (SEM) using Smart-PLS. The result indicate that OC and IC positively and significantly impact IIB. Additionaly, OC has a positive and significant impact on IC. Meanwhlie, IC acted as a partial mediation in the relationship between OC on IIB. Research on the impact of organizational climate on individual creativity and individual innovative behavior has primarily centered around the private sector. However, the organizational climate within public service entities, especially in healthcare, remains relatively unexplored. This presents a significant knowledge gap that merits further investigation. This research serves as a reference for formulating policy recommendations by hospital management regarding policies aimed at promoting an organizational climate that supports individual creativity and individual innovative behavior.]]>
<![CDATA[Pengaruh Servant Leadership Terhadap Organizational Citizenship Behavior Dengan Kepuasan Kerja Sebagai Variabel Mediasi: Studi Pada CV. Bali Harmoni Bali Zoo ]]>
<![CDATA[I Gede Nala Nandana]]>;
<![CDATA[Made Surya Putra]]>
<![CDATA[ Gemawisata: Jurnal Ilmiah Pariwisata Vol. 20 No. 3 (2024): Jurnal Ilmiah Pariwisata ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Pariwisata Indonesia ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.56910/gemawisata.v20i3.400
<![CDATA[Organizational Citizenship has a positive impact on organizational effectiveness. One factor that can effect OCB is servant leadership, namely a leadership style that focuses on serving team members. Job satisfaction acts as a intervening variable in this research, where job satisfaction is a variable that bridges the effect of servant leadership on OCB. This research aims to analyze and explain the effect of servant leadership on OCB with job satisfaction as a mediating variable. By using a quantitative approach, this research is expected to provide insight into how servant leadership can encourage OCB behavior by increasing employee job satisfaction. This research was conducted on employees of the CV operational division. Bali Harmoni Bali Zoo, with a total sample of 75 employees obtained using the saturated sampling method. Data collection was carried out by interviews and distributing questionnaires. The analysis technique used is Structural Equation Modeling (SEM) using the Partial Least Square (PLS) approach. The results of the analysis show that 1) servant leadership has a positive and significant effect on employee OCB, 2) servant leadership has a positive and significant effect on employee job satisfaction, 3) job satisfaction has a positive and significant effect on employee OCB, 4) job satisfaction mediates the effect of servant leadership on Employee OCB. The implications of this research theoretically support the findings of previous research through the perspective of social exchange theory. The practical Behavior is extra-role behavior carried out voluntarily by employees and implications of this research provide a policy reference for organizational leaders and management to increase employee OCB through servant leadership and job satisfaction.]]>
<![CDATA[The Influence of Work-Life Balance on Job Satisfaction Through the Mediation of Employee Work Stress at CV Satya Dharma Transport ]]>
<![CDATA[Luh Danisha Aulia]]>;
<![CDATA[Made Surya Putra]]>
<![CDATA[ International Journal of Management Research and Economics Vol. 3 No. 1 (2025): February : International Journal of Management Research and Economics ]]>
Publisher : <![CDATA[Institut Teknologi dan Bisnis (ITB) Semarang ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.54066/ijmre-itb.v3i1.2791
<![CDATA[Job satisfaction is a critical element for the sustainability of a company. The relationship between personal and professional life balance, commonly referred to as work-life balance, and job satisfaction has garnered significant attention because work-life balance can influence employees' satisfaction levels with their jobs. On the other hand, work stress often hinders the achievement of optimal job satisfaction. This study aims to analyze the effect of work-life balance on job satisfaction with work stress as a mediating variable. The research employs a quantitative approach conducted on the employees of CV Satya Dharma Transport, located at Jl. Bumbak Dauh No. 84, Umalas, Bali, with a total sample of 32 employees obtained through a saturated sampling method. Data collection was carried out through interviews and questionnaires. The analytical technique used is Structural Equation Modeling (SEM) with a Partial Least Squares (PLS) approach. The results of the study indicate that work-life balance has a positive and significant effect on job satisfaction, work-life balance has a negative and significant effect on work stress, work stress has a negative and significant effect on job satisfaction, and work stress significantly mediates the effect of work-life balance on job satisfaction.]]>
<![CDATA[The Impact of Workload on Job Satisfaction Mediated by Employee Work Stress at the Bali Provincial Election Supervisory Agency ]]>
<![CDATA[Pande Kadek Dwipayana Dewanta]]>;
<![CDATA[Made Surya Putra]]>
<![CDATA[ International Journal of Economics, Commerce, and Management Vol. 2 No. 1 (2025): January : International Journal of Economics, Commerce, and Management ]]>
Publisher : <![CDATA[Asosiasi Riset Ekonomi dan Akuntansi Indonesia ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.62951/ijecm.v2i1.423
<![CDATA[As an institution that has a crucial role in election supervision, Bawaslu Bali Province, it is important to pay attention to employee job satisfaction can affect the quality of supervision and efficiency of the work process. Employees who have greater satisfaction with their work tend to provide healthy and positive results for the organization. The existence of problems encountered related to the satisfaction of Bawaslu Bali Province employees in working, it is necessary to identify factors that contribute to employee job satisfaction. The purpose of this study was to determine Work Stress in Mediating the Impact of Workload on Job Satisfaction of Bawaslu Bali Province Employees. This research will be conducted at the Bali Province Election Supervisory Agency. The objects of research are workload, job satisfaction, and job stress. The population in this study were 35 employees of the Bali Province Election Supervisory Agency (Bawaslu). The sample in this study used the entire population, namely 35 employees of Bawaslu Bali Province. The data collection technique used was the survey method by distributing statements given to all employees. The data analysis technique used was Partial Least Square using SmartPLS software. The results of the hypothesis testing that had been carried out obtained the results that workload had a negative effect on job satisfaction. Workload has a positive and significant effect on work stress. Work stress has a negative effect on job satisfaction. Work stress mediates the effect of workload on job satisfaction. The agency can pay attention to the balance between workload, work stress management in order to increase employee satisfaction.]]>
<![CDATA[The Mediating Role of Work Engagement on the Influence of Leader-Member Exchange on Innovative Work Behavior (Study at PT. Bali Super Host) ]]>
<![CDATA[Nengah Satria Prabawa Putra]]>;
<![CDATA[Made Surya Putra]]>
<![CDATA[ International Journal of Economics Accounting and Management Vol. 1 No. 6 (2025): IJEAM - March 2025 ]]>
Publisher : <![CDATA[PT. INOVASI TEKNOLOGI KOMPUTER ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.60076/ijeam.v1i6.975
<![CDATA[Innovative work behavior is an innovative behavior starting from the creation, introduction, and application of new ideas deliberately in a job, group, or organization that aims to gain profits. This study aims to analyze and explain the role of work attachment mediation on the influence of leader-member exchange on innovative work behavior. This research was conducted at PT. Bali Super Host. The population in this study is 366 people. The number of samples used was 191 employees, with the method of determining samples of the Slovin technique. Data collection was obtained through questionnaires and interviews. The analysis techniques used are descriptive statistical analysis and inferential statistical analysis. The data was analyzed by Structural Equation Model (SEM) with the Partial Least Square (PLS) approach and using SmartPLS 3.0 software. The results of the study show that leader-member exchange has a positive and significant effect on work engagement and innovative work behavior, work engagement has a positive and significant effect on innovative work behavior. Work attachment partially mediates the influence of leader-member exchanges on innovative work behaviors. Companies need to pay attention to the implementation of leader-member exchanges and work engagement comprehensively so that innovative work behaviors in employees can be better implemented]]>
<![CDATA[Bagaimana Menekan Tombol Aktivasi Perilaku Karir Proaktif? ]]>
<![CDATA[Ni Made Dwi Ariani Mayasari]]>;
<![CDATA[I Gede Riana]]>;
<![CDATA[Ida Bagus Ketut Surya]]>;
<![CDATA[Made Surya Putra]]>
<![CDATA[ Jurnal Ilmu Sosial dan Humaniora Vol 14 No 1 (2025) ]]>
Publisher : <![CDATA[Universitas Pendidikan Ganesha ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.23887/jish.v14i1.89956
<![CDATA[Imersifnya teknologi dan dinamika kondisi ekonomi menuntut individu secara mandiri mengembangkan perjalanan karirnya. Perilaku proaktif sebagai agen utama individu mutlak diperlukan untuk tetap bertahan pada lautan perubahan karir yang tidak dapat diprediksi. Umumnya perilaku proaktif ditandai dengan adanya gebrakan menantang status quo secara inisiatif merubah keadaan saat ini dan bersifat futuristik. Namun mengaktivasi perilaku proaktif karir ini masih menjadi misteri, oleh karena itu penting dilakukan eksplorasi keterkaitan faktor individu maupun sosio-kontenstual sebagai katalisator perilaku proaktif karir seseorang. Tinjauan ini mengeksplorasi dari beragam kerangka teoritis termasuk kedudukan perilaku proaktif karir sebagai mediator, dengan tujuan dilakukan perilaku tersebut dari berbagai literasi yang di ekstraksi melalui metode Prisma. Temuan penelitian menunjukkan bahwa adanya komplektisitas dari faktor pribadi seperti kemampuan beradaptasi, persepsi kelayakan kerja, ketahanan karir dengan faktor kontekstual dukungan organisasi, pembinaan dari supervisor dan budaya sebagai aktivasi perilaku proaktif karir. Tidak terlepas dari aktivasi perilaku, temuan ini juga mengungkapkan adanya alasan hasil yang ingin dicapai oleh individu sebagai tujuan perilaku proaktif. Temuan ini menegaskan bahwa kesenjangan aksi reaksi perilaku proaktif karir dipengaruhi banyak hal termasuk dari tahapan karir serta organisasi tempat individu menavigasi karirnya.]]>
<![CDATA[The Effect of Career Development on Organizational Citizenship Behavior Mediated By Employee Engagement ]]>
<![CDATA[Ni Kadek Vera Dwi Ocktaviani]]>;
<![CDATA[Made Surya Putra]]>
<![CDATA[ Digital Innovation : International Journal of Management Vol. 2 No. 3 (2025): Digital Innovation : International Journal of Management ]]>
Publisher : <![CDATA[Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.61132/digitalinnovation.v2i3.452
<![CDATA[This study aims to analyze the effect of career development on organizational citizenship behavior (OCB), mediated by employee engagement, with a case study at Prama Sanur Beach Bali. A saturated sampling technique was used, with the total population of 104 employees serving as the sample. The research method employed was a survey using questionnaires and interviews, analyzed through descriptive statistics and inferential statistical tools using Structural Equation Modeling - Partial Least Squares (SEM-PLS). The results indicate that career development has a positive and significant effect on organizational citizenship behavior. Career development also has a positive and significant effect on employee engagement. Moreover, employee engagement has a positive and significant effect on organizational citizenship behavior and mediates the relationship between career development and organizational citizenship behavior. ]]>
<![CDATA[The Influence of Workload on Job Satisfaction With Job Stress as a Mediating Variable : A Study on Employees of PT. BPR Karya Artha Sejahtera Indonesia ]]>
<![CDATA[Nethania Clara Yashinta]]>;
<![CDATA[Made Surya Putra]]>
<![CDATA[ Global Management: International Journal of Management Science and Entrepreneurship Vol. 2 No. 4 (2025): November: International Journal of Management Science and Entrepreneurship ]]>
Publisher : <![CDATA[International Forum of Researchers and Lecturers ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.70062/globalmanagement.v2i4.449
<![CDATA[The purpose of this study is to examine and explain the influence of workload on job satisfaction with job stress as a mediating variable at PT. BPR Karya Artha Sejahtera Indonesia. This research employs a quantitative causality approach with a sample of 86 respondents selected using a saturated sampling technique. Data were collected through questionnaires and analyzed using inferential analysis with the SEM-PLS (Structural Equation Modeling – Partial Least Squares) method through the SmartPLS version 4.0 software. The results indicate that workload has a positive effect on job stress and a negative effect on job satisfaction. Job stress has a negative effect on job satisfaction and is proven to mediate the relationship between workload and job satisfaction. These findings support the two-factor theory and emphasize that poorly distributed workload can cause employees to experience stress at work. Job stress can reduce employees’ satisfaction with their jobs. This study is expected to provide practical contributions to the research site in improving job satisfaction by considering workload and job stress.]]>
<![CDATA[PENGARUH WORK LIFE BALANCE TERHADAP KOMITMEN ORGANISASIONAL DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI ]]>
<![CDATA[Tania Audria Meisy]]>;
<![CDATA[Made Surya Putra]]>
<![CDATA[ E-Jurnal Manajemen Vol. 14 No. 8 (2025) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.24843/EJMUNUD.2025.v14.i8.p02
<![CDATA[Keberhasilan perusahaan sangat bergantung pada kontribusi sumber daya manusia terutama pada faktor komitmen organisasional karyawan. Penelitian ini bertujuan untuk menjelaskan pengaruh work life balance terhadap komitmen organisasional dengan kepuasan kerja sebagai variabel mediasi. Penelitian dilakukan di Fish Streat Bali dengan jumlah populasi sebesar 33 orang, yang seluruhnya dijadikan responden. Teknik pengumpulan data menggunakan kuesioner. Analisis data dilakukan dengan metode Structural Equation Modeling berbasis Partial Least Square (SEM-PLS). Hasil penelitian menunjukkan bahwa work life balance berpengaruh positif dan signifikan terhadap komitmen organisasional, serta terhadap kepuasan kerja. Kepuasan kerja juga berpengaruh positif dan signifikan terhadap komitmen organisasional. Dalam hubungan mediasi, kepuasan kerja terbukti memediasi secara parsial pengaruh work life balance terhadap komitmen organisasional. Implikasi teoritis penelitian ini sejalan dengan penelitian terdahulu yaitu apabila karyawan merasa diperlakukan baik oleh perusahaan maka karyawan akan puas dengan pekerjaannya dan komitmen organisasional karyawan akan meningkat sehingga karyawan akan membalas dengan sikap positif terhadap perusahaan. Secara praktis, hasil penelitian ini dapat digunakan oleh perusahaan untuk meningkatkan komitmen organisasional karyawan, misalnya dengan menerapkan jam kerja yang sesuai agar karyawan puas dengan pekerjaannya serta diharapkan dapat memberikan gaji yang sesuai agar kepuasan kerja mereka meningkat maka komitmen organisasional karyawan terhadap perusahaan juga akan meningkat. The success of a company highly depends on the contribution of human resources especially on the factor of employees’ organizational commitment. This study aims to explain the influence of work life balance on organizational commitment with job satisfaction as a mediating variable. The research was conducted at Fish Streat Bali with a total population of 33 employees, all of whom participated as respondents. Data was collected using a questionnaire and data analysis was carried out using Structural Equation Modeling based on Partial Least Square (SEM-PLS). The results showed that work life balance has a positive and significant effect on organizational commitment, and also a positive and significant effect on job satisfaction. Job satisfaction has a positive and significant effect on organizational commitment. Job satisfaction partially mediates the influence of work life balance on organizational commitment. The theoretical implication of this study aligns with previous research when employees feel well-treated by the company, they are more likely to feel satisfied with their job and become more committed to the organization. Practically, this research can be used by companies to improve employee commitment by implementing fair working hours and providing appropriate amount of salaries, thereby increasing job satisfaction and organizational commitment.]]>
