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<![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 ]]>
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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 ]]>
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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 ]]>
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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 ]]>
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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[PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI ]]>
<![CDATA[Hanni Luthfiya]]>;
<![CDATA[Made Surya Putra]]>
<![CDATA[ E-Jurnal Manajemen Vol 13 No 6 (2024) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana ]]>
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DOI: 10.24843/EJMUNUD.2024.v13.i06.p08
<![CDATA[Dalam meningkatkan keefektifan fungsi dari suatu organisasi diperlukannya memperhatikan extra-role dari karyawan agar dapat membuat lingkungan yang kondusif. Penelitian ini bertujuan untuk menganalisis pengaruh pengaruh perceived organizational support terhadap organizational citizenship behavior dengan kepuasan kerja sebagai variabel mediasi Hotel Kelapa Retreat & Spa. Jumlah sampel dan populasi yang digunakan dari penelitian ini yaitu sebanyak 43 orang karyawan. Metode penentuan sampel yang digunakan Sampling Jenuh. Hasil penelitian menunjukan bahwa perceived organizational support berpengaruh positif dan signifikan terhadap kepuasan kerja. Perceived organizational support berpengaruh positif dan signifikan terhadap organizational citizenship behavior. Kepuasan kerja berpengaruh positif dan signifikan terhadap organizational citizenship behavior. Kepuasan kerja memediasi pengaruh antara perceived organizational support terhadap organizational citizenship behavior. Implikasi teoritis penelitian ini memberikan sumbangan pada teroi pertukaran sosial. Implikasi praktis penelitian ini sebagai masukan Hotel Kelapa Retreat & Spa sehingga bisa meningkatkan produktivitas karyawan. In increasing the effectiveness of the function of an organization, it is necessary to pay attention to the extra-roles of employees in order to create a conducive environment. This research aims to analyze the influence of Perceived Organizational Support on Organizational Citizenship Behavior with job satisfaction as a mediating variable for Hotel Kelapa Retreat & Spa. The number of samples used in this research was 43 employees. The sample determination method used is Saturated Sampling. The research results show that Perceived Organizational Support has a positive and significant effect on job satisfaction. Perceived Organizational Support has a positive and significant effect on Organizational Citizenship Behavior. Job satisfaction has a positive and significant effect on Organizational Citizenship Behavior. Job satisfaction mediates the influence of Perceived Organizational Support on Organizational Citizenship Behavior. The theoretical implications of this research contribute to social exchange theory. The practical implications of this research are as input for the Kelapa Retreat & Spa Hotel so that it can increase employee productivity.]]>
<![CDATA[PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT DAN EMPLOYEE ENGAGEMENT TERHADAP EMPLOYEE WELL-BEING ]]>
<![CDATA[Uswatun Niza]]>;
<![CDATA[Made Surya Putra]]>
<![CDATA[ E-Jurnal Manajemen Vol 13 No 8 (2024) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana ]]>
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DOI: 10.24843/EJMUNUD.2024.v13.i08.p04
<![CDATA[Keberhasilan suatu perusahaan tidak terlepas dari peran karyawan sebagai sumber daya manusia yang merupakan sumber daya strategis perusahaan. Penelitian ini bertujuan untuk menguji pengaruh antar variabel penelitan Perceived Organizational Support terhadap Employee Well-being; Perceived Organizational Support terhadap Employee Engagement; Employee Engagement terhadap Employee Well-being pada Karyawan PT. Baliyoni Saguna Denpasar di Jl. Tukad Batanghari No. 1C, Renon, Denpasar Selatan, Kota Denpasar, Bali. Jumlah sampel yang digunakan dari penelitian ini yaitu sebanyak 56 orang karyawan. Metode penentuan sampel yang digunakan non-probability sampling dengan sampel jenuh. Penelitian ini menggunakan uji structural equation modelling (SEM) berbasis variance (PLS). Hasil penelitian menunjukan bahwa Perceived Organizational Support berpengaruh positif dan signifikan terhadap Employee Engagement, Employee Engagement berpengaruh positif dan signifikan terhadap Employee Well-being, Perceived Organizational Support berpengaruh positif dan signifikan terhadap Employee Well-being. Hasil penelitian diharapkan mampu memberikan masukan kepada perusahaan PT. Baliyoni Saguna Denpasar dalam mengambil keputusan dan meningkatkan produktivitas karyawan. The success of a company is inseparable from the role of employees as human resources which are the company's strategic resources. This study aims to examine the effect of Perceived Organizational Support on Employee Well-being; Perceived Organizational Support for Employee Engagement; Employee Engagement on Employee Well-being at PT. Baliyoni Saguna on Jl. Tukad Batanghari No. 1C, Renon, South Denpasar, Denpasar City, Bali. The number of samples used in this study were 56 employees. The sample determination method used is non-probability sampling with saturated samples. The results showed that Perceived Organizational Support had a positive and significant effect on Employee Engagement as indicated by p-values ??of 0.003 <0.05 and t-statistic values ??of 2.923; shows that Employee Engagement has a positive and significant effect on Employee Well-being as indicated by a p-value of 0.000 <0.05 and a t-statistic value of 4.647; shows that Perceived Organizational Support has a positive and significant effect on Employee Well-being which is shown by the p-value of 0.032 <0.05 and the t-statistic value of 2.147.]]>
<![CDATA[Bahasa Indonesias ]]>
<![CDATA[Ni Kadek Eni Budi Utami]]>;
<![CDATA[Made Surya Putra]]>
<![CDATA[ E-Jurnal Manajemen Vol 14 No 1 (2025) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana ]]>
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DOI: 10.24843/EJMUNUD.2025.v14.i1.p01
<![CDATA[OCB adalah perilaku positif ekstra peran yang dimiliki oleh seorang karyawan untuk bekerja secara sukarela di luar tanggung jawab kerja formal sehingga mampu mendorong meningkatnya efektifitas dan efisiensi kegiatan operasional organisasi. OCB dapat dipengaruhi oleh beberapa faktor antara lain budaya organisasi dan komitmen organisasional. Tujuan penelitian ini adalah untuk menganalisis pengaruh budaya organisasi berbasis kolektif terhadap organizational citizenship behavior (OCB) dengan komitmen organisasional sebagai pemediasi dengan menggunakan teori pertukaran sosial. Penelitian dilakukan di Koperasi Simpan Pinjam Sila Mukti dengan menggunakan sampel jenuh sebanyak 40 orang yang merupakan karyawan dari semua bidang kerja. Data penelitian dikumpulkan menggunakan metode pengumpulan data primer melalui survei berupa kuesioner yang diukur dengan skala likert. Teknik analisis data yang digunakan adalah persamaan struktural (Structural Equantion Modeling-SEM) berbasis variance atau component based SEM, yang sering disebut Partial Least Square (PLS). Hasil penelitian menunjukkan bahwa budaya organisasi berbasis kolektif berpengaruh positif dan signifikan terhadap OCB, budaya organisasi berbasis kolektif berpengaruh positif dan signifikan terhadap komitmen organisasional, komitmen organisasional berpengaruh postif dan signifikan terhadap OCB, dan komitmen organisasional merupakan variabel mediasi dari pengaruh budaya organisasi berbasis kolektif terhadap OCB OCB is a positive extra-role behavior possessed by an employee to work voluntarily outside of formal job responsibilities so as to encourage increased effectiveness and efficiency of organizational operational activities. OCB can be influenced by several factors including organizational culture and organizational commitment. The purpose of this study was to analyze the influence of collective-based organizational culture on organizational citizenship behavior (OCB) with organizational commitment as a mediator using social exchange theory. The study was conducted at the Sila Mukti Savings and Loan Cooperative using a saturated sample of 40 people who were employees from all fields of work. The research data were collected using primary data collection methods through a survey in the form of a questionnaire measured with a Likert scale. The data analysis technique used was variance-based structural equations (Structural Equation Modeling-SEM) or component-based SEM which is often called Partial Least Square (PLS). The results showed that collective-based organizational culture had a positive and significant effect on OCB; collective-based organizational culture had a positive and significant effect on organizational commitment; Organizational commitment had a positive and significant effect on OCB; and organizational commitment is a mediating variable for the influence of collective-based organizational culture on OCB.]]>
<![CDATA[PENGARUH MOTIVASI KERJA TERHADAP KINERJA KARYAWAN DENGAN DISIPLIN KERJA SEBAGAI VARIABEL MEDIASI ]]>
<![CDATA[I Gusti Agung Eka Bayu Satrya]]>;
<![CDATA[Made Surya Putra]]>
<![CDATA[ E-Jurnal Manajemen Vol 12 No 10 (2023) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana ]]>
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DOI: 10.24843/EJMUNUD.2023.v12.i10.p06
<![CDATA[Baiknya kinerja karyawan sangat penting dalam membantu tumbuh kembangnya dari suatu perusahaan. Kinerja karyawan dipengaruhi beberapa faktor diantaranya motivasi kerja dan disipilin kerja. Tujuan penelitin ini untuk menganalisis pengaruh motivasi kerja terhadap kinerja karyawan dengan disiplin kerja sebagai variabel mediasi pada UD. Uluwatu Motor. Penelitian ini dilakukan pada UD. Uluwatu Motor dan jumlah sampel sebanyak 34 orang dengan menggunakan sampel jenuh. Metode pengumpulan data dalam penelitian ini dilakukan dengan wawancara dan survey menggunakan penyebaran kuesioner yang diukur menggunakan skala likert dan diuji kelayakannya menggunakan uji validitas dan reliabilitas. Teknik analisis data yang digunakan dalam penelitian ini adalah Analsis Jalur (Path Analysis) dan Uji Sobel. Hasil penelitian menunjukkan bahwa secara teoritis, motivasi kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Motivasi kerja berpengaruh positif dan signifikan terhadap disiplin kerja. Disiplin kerja berpengaruh positif dan signifikan terhadap kinerja karyawan, dan Disiplin kerja merupakan variabel mediasi secara parsial pengaruh antara motivasi kerja terhadap kinerja karyawan. Implikasi penelitian ini dapat menjadi bahan pertimbangan dan masukan bagi manajemen UD. Uluwatu perlu memberi motivasi terhadap karyawannya agar disiplin kerjanya meningkat dan kinerja yang dihasilkan pun optimal. Good employee performance is very important in helping the growth and development of a company. Employee performance is influenced by several factors, including work motivation and work discipline. The aim of this research is to analyze the influence of work motivation on employee performance with work discipline as a mediating variable at UD. Uluwatu Motors. This research was conducted at UD. Uluwatu Motor and the total sample was 34 people using a saturated sample. The data collection method in this research was carried out by interviews and surveys using questionnaires which were measured using a Likert scale and tested for feasibility using validity and reliability tests. The data analysis techniques used in this research are Path Analysis and Sobel Test. The research results show that theoretically, work motivation has a positive and significant effect on employee performance. Work motivation has a positive and significant effect on work discipline. Work discipline has a positive and significant effect on employee performance, and work discipline is a partial mediating variable in the influence of work motivation on employee performance. The implications of this research can be material for consideration and input for UD management. Uluwatu needs to motivate its employees so that their work discipline increases and the resulting performance is optimal.]]>
<![CDATA[PENGARUH STRES KERJA DAN MOTIVASI KERJA TERHADAP KEPUASAN KERJA PEGAWAI PNS DINAS PARIWISATA KOTA DENPASAR ]]>
<![CDATA[I Made Sandya Tama]]>;
<![CDATA[Made Surya Putra]]>
<![CDATA[ E-Jurnal Manajemen Vol 11 No 5 (2022) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana ]]>
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DOI: 10.24843/EJMUNUD.2022.v11.i05.p01
<![CDATA[Kepuasan kerja merupakan tingkat kepuasan yang dirasakan karyawan terkait dengan pekerjaannya. Kepuasan kerja dipengaruhi oleh faktor-faktor diantaranya stres kerja dan motivasi kerja. Penelitian ini dilakukan kepada pegawai PNS Dinas Pariwisata Kota Denpasar. Jumlah sampel yang diambil sebanyak 37 responden, dengan teknik penentuan sampel non probability sampling dengan metode teknik sampel jenuh. Pengumpulan data dilakukan melalui kuesioner. Teknik analisis yang digunakan adalah regresi linier berganda. Penelitian membuktikan bahwa stres kerja berpengaruh negatif dan signifikan terhadap kepuasan kerja. Motivasi kerja berpengaruh positif dan signifikan terhadap kepuasan kerja. Penelitian ini membuktikan bahwa semakin rendah stres kerja dan semakin tinggi motivasi kerja pegawai PNS Dinas Pariwisata Kota Denpasar maka tingkat kepuasan kerja akan meningkat. Kata kunci: stres kerja, motivasi kerja, kepuasan kerja]]>
<![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 ]]>
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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.]]>
