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<![CDATA[PENGARUH PEMBERDAYAAN KARYAWAN, KOMITMEN ORGANISASIONAL DAN KOMPENSASI FINANSIAL TERHADAP KEPUASAN KERJA KARYAWAN ]]>
<![CDATA[I Gusti Agung Surya Dewi]]>;
<![CDATA[I Gusti Made Suwandana]]>
<![CDATA[ E-Jurnal Manajemen Vol 5 No 4 (2016) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana ]]>
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<![CDATA[This research was done on the LPD Jimbaran, using all of its employees as respondents who totaled 82 people with saturated sample method. Design penelitiaan used this research is Quantitative Research and is associative kausalitas. Analysis Technic used in this research is multiple linear regression. Employee empowerment and significant positive effect on job satisfaction. This means that the more employees feel empowered by the organization, the level of employee satisfaction will increase. Organizational commitment and significant positive effect on job satisfaction. This means that the larger organizational commitment owned by an employee, the employee satisfaction level will increase. Financial compensation and significant positive effect on job satisfaction. This means that the higher the financial compensation granted to employees, the higher the level of employee satisfaction]]>
<![CDATA[Transformational Leadership, Job Satisfaction And Organizational Commitment To Organizational Behavioral Behavior ]]>
<![CDATA[I Made Bagus Arya Subawa]]>;
<![CDATA[I Gusti Made Suwandana]]>
<![CDATA[ E-Jurnal Manajemen Vol 6 No 9 (2017) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana ]]>
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<![CDATA[Tujuan penelitian ini adalah untuk mengetahui pengaruh kepemimpinan transformasional, kepuasan kerja dan komitmen organisasional terhadap organizational citizenship behavior pada PT. Lila Buana Wisata. Sampel yang diambil sebanyak 34 responden. Pengambilan sampel pada penelitian ini menggunakan teknik sampling jenuh. Teknik analisis yang digunakan adalah Analisis Regresi Berganda. Hasil analisis menunjukan bahwa kepemimpinan transformasional berpengaruh positif dan signifikan terhadap organizational citizenship behavior, kepuasan kerja berpengaruh positif dan signifikan terhadap organizational citizenship behavior, komitmen organisasional berpengaruh positif dan signifikan terhadap organizational citizenship behavior, serta penelitian ini juga berhasil membuktikan bahwa kepemimpinan transformasional, kepuasan kerja, dan komitmen organisasional berpengaruh terhadap organizational citizenship behavior pada PT. Lila Buana Wisata.]]>
<![CDATA[PENGARUH KEPEMIMPINAN TRANSFORMASIONAL, BUDAYA ORGANISASI, DAN KOMUNIKASI TERHADAP DISIPLIN KERJA KARYAWAN FASHION MARKET DENPASAR ]]>
<![CDATA[Satya Brahmannanda]]>;
<![CDATA[Made Suwandana]]>
<![CDATA[ E-Jurnal Manajemen Vol 7 No 7 (2018) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana ]]>
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DOI: 10.24843/EJMUNUD.2018.v07.i07.p11
<![CDATA[Penelitian ini bertujuan untuk mengetahui pengaruh kepemimpinan transformasional, budaya organisasi, dan komunikasi terhadap disiplin kerja karyawan Fashion Market Denpasar. Penelitian ini bersifat asosiatif. Jumlah responden dari karyawan Fashion Market Denpasar dalam penelitian ini adalah 38 orang. Metode penelitian ini menggunakan sampel jenuh, dimana seluruh populasi penelitian dipilih menjadi responden. Adapun teknik analisis data yang digunakan adalah analisis regresi linier berganda, uji asumsi klasik, dan pengujian hipotesis. Berdasarkan hasil pengujian hipotesis menunjukkan kepemimpinan transformasional, budaya organisasi, dan komunikasi berpengaruh positif dan signifikan terhadap disiplin kerja karyawan Fashion Market Denpasar. Hasil yang didapat dalam penelitian ini yang memiliki pengaruh dominan terhadap disiplin kerja karyawan Fashion Market Denpasar adalah variabel kepemimpinan transformasional. Hasil yang didapat dalam penelitian ini tentunya dapat menjadikan pedomana bagi pengurus ataupun manajemen dari Fashion Market Denpasar serta dapat memberikan peningkatan yang lebih spesifik lagi terhadap disiplin kerja. Kontrol terhadap para karyawan harus lebih rutin agar tugas sesuai dengan intruksi dan aturan yang berlaku untuk tercapainya tujuan dari perusahaan.]]>
<![CDATA[The Influence of Organizational Communication on Employee Performance Mediated by Employee Job Satisfaction at the Denpasar City Health Office ]]>
<![CDATA[Anak Agung Gde Wimanta Wari Bawantu]]>;
<![CDATA[I Gusti Made Suwandana]]>
<![CDATA[ International Journal of Economics and Management Sciences Vol. 1 No. 4 (2024): November : International Journal of Economics and Management Sciences ]]>
Publisher : <![CDATA[Asosiasi Riset Ekonomi dan Akuntansi Indonesia ]]>
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DOI: 10.61132/ijems.v1i4.212
<![CDATA[This research took the location, namely the Denpasar City Health Service. Within the company there are 5 fields available to support integrated health service programs for the community, with a total human resource population of 61 emoployee. The health development program has been implemented with reference running into half decade Strategic Planning which is outlined in the annual performance plan. The health development was carried out in the form of 18 existing health development programs. The pre-survey results showed the influence of employee performance variables using seven questions. 14 samples said they did not agree to the seventh question, 5 respondents answered by choosing the word "disagree" to the sixth question. , namely "work equipment and facilities are adequate and support me in my work", there is a research gap that took place in I News Jakarta stating the results show that communication variables have no effect on employee performance. The aim of this research was to find out how organizational communication influences employee performance, find out the effect of communication on job satisfaction, find out the effect of job satisfaction on employee performance, and find out the role of job satisfaction in mediating organizational communication on employee performance. The research methods used include the interview process and questionnaires. This research measurement used saturated sampling a sample sized are 61 employee was used. The research results found that the organizational communication variable had a significantly positive effect on employee performance, organizational communication had a significantly positive effect on job satisfaction, organizational communication had a significantly positive effect on job satisfaction and the influence of job satisfaction significantly positively mediated organizational communication affect performance employee.]]>
<![CDATA[The Role of Job Satisfaction in Mediating the Influence of Work Environment On Employee Performance At Freestyle Konveksi ]]>
<![CDATA[Ni Putu Meisya Prima Sari]]>;
<![CDATA[Ni Wayan Mujiati]]>;
<![CDATA[I Gusti Made Suwandana]]>
<![CDATA[ International Journal of Management Research and Economics Vol. 2 No. 4 (2024): November : International Journal of Management Research and Economics ]]>
Publisher : <![CDATA[Institut Teknologi dan Bisnis (ITB) Semarang ]]>
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DOI: 10.54066/ijmre-itb.v2i4.2444
<![CDATA[Employee performance is influenced by various factors, one of which is the work environment. A less conducive work environment, such as minimal facilities, lack of support from superiors, and inharmonious relationships between employees, can reduce productivity and work performance. The mediating variable in this study is job satisfaction which is expected to further strengthen the work environment on employee performance, with increasing work environment conditions it will improve employee performance. This study aims to determine the role of Job Satisfaction in Mediating the influence of the Work Environment on Employee Performance at Freestyle Konveksi. Based on the results of the pre-survey conducted, there were indications of problems related to Employee performance at the research location. The sample in this study was 32 Employees determined by the saturated sampling method. Data collection was carried out by interviews and distributing questionnaires. The data analysis techniques used in this study were path analysis with SPSS, the Sobel test, and the VAF test. The results of this study indicate that the work environment has a positive and significant effect on employee performance, the work environment has a positive and significant effect on job satisfaction, job satisfaction has a positive and significant effect on employee performance, and job satisfaction is able to mediate the effect of the work environment on employee performance. The implications of this study theoretically support the findings of previous studies through the perspective of the Two Factor Theory. The practical implications of this study provide policy references for company leaders and employees to improve performance through the work environment and job satisfaction.]]>
<![CDATA[THE INFLUENCE OF SOCIAL MEDIA MARKETING, BRAND IMAGE, AND PRODUCT QUALITY ON REPURCHASE INTENTION (A CUSTOMER STUDY: ARJ88 STORE IN DENPASAR CITY) ]]>
<![CDATA[Dzikrul Akbar Bayuadi]]>;
<![CDATA[Ni Wayan Ekawati]]>;
<![CDATA[I Gusti Made Suwandana]]>
<![CDATA[ INTERNATIONAL JOURNAL OF ECONOMIC LITERATURE Vol. 3 No. 1 (2025): January ]]>
Publisher : <![CDATA[Adisam Publisher ]]>
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<![CDATA[This study aims to analyze the effect of social media marketing, brand image, and product quality on repurchase intention. The research was conducted on customers of Arj88 Store in Denpasar City, with a sample of 100 respondents. The sampling method used in this study is purposive sampling. Data collection was carried out by distributing offline questionnaires to the respondents. Data analysis in this study employed multiple regression analysis. The results of the study indicate that social media marketing, brand image, and product quality have a positive and significant effect on repurchase intention, both partially and simultaneously.]]>
<![CDATA[KOMITMEN ORGANISASIONAL SEBAGAI PEMEDIASI PENGARUH KUALITAS KEHIDUPAN KERJA TERHADAP SEMANGAT KERJA KARYAWAN ]]>
<![CDATA[I Putu Andika Prawira Wikan]]>;
<![CDATA[I Gusti Made Suwandana]]>
<![CDATA[ Buletin Studi Ekonomi VOLUME.29.NO.01.TAHUN.2024 ]]>
Publisher : <![CDATA[Buletin Studi Ekonomi ]]>
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DOI: 10.24843/BSE.2024.v29.i01.p02
<![CDATA[Sumber daya manusia yang berkualitas dapat menghasilkan kinerja yang maksimal, sebelum mencapai kinerja yang maksimal para karyawan tentunya harus memiliki semangat kerja yang tinggi, dengan tingginya semangat kerja di dalam diri karyawan ini maka mereka akan melaksanakan pekerjaannya dengan baik dan berusaha maksimal untuk membantu tercapainya tujuan perusahaan. Peneltian bertujuan untuk menjelaskan peran mediasi komitmen organisasional pada pengaruh kualitas kehidupan kerja terhadap semangat kerja karyawan. Penelitian ini dilakukan pada Hotel Grand Inna Kuta, alasan terpilihnya Grand Inna Kuta sebagai penelitian karena terdapat indikasi rendahnya semangat kerja karyawan. Sampel pada penelitian ini yaitu seluruh karyawan Grand Inna Kuta yang berjumlah 160 orang dengan metode pengumpulan data melalui wawancara dan kuesioner. Hasil dari penelitian ini adalah kualitas kehidupan kerja berpengaruh positif dan signifikan terhadap semangat kerja, kualitas kehidupan kerja berpengaruh positif dan signifikan terhadap komitmen organisasional, komitmen organisasional berpengaruh positif dan signifikan terhadap semangat kerja. Komitmen organisasional secara signifikan memediasi hubungan antara kualitas kehidupan kerja terhadap semangat kerja.]]>
<![CDATA[PENGARUH LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN DIMEDIASI OLEH SELF EFFICACY DI HOTEL TJAMPUHAN ]]>
<![CDATA[I Nyoman Aryana]]>;
<![CDATA[I Gusti Made Suwandana]]>
<![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.p04
<![CDATA[Permasalahan terkait penurunan kinerja yang terjadi dimana karyawan sering tidak bersemangat dalam bekerja selain itu lingkungan kerja yang di ciptakan seperti hubungan antara karyawan masih kurang dan fasilitas kerja yang belum memadai. Tujuan penelitian ini adalah untuk mengetahui pengaruh lingkungan kerja terhadap kinerja karyawan yang dimediasi oleh self efficacy di Hotel Tjampuhan dengan jumlah sampel 103 orang karyawan dengan metode sampel jenuh. Pengumpulan data dilakukan menggunakan pendekatan wawancara dan kuesioner dan data yang dikumpulkan dianalisis menggunakan path analysis. Hasil penelitian ini menunjukan bahwa lingkungan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Lingkungan kerja berpengaruh positif dan signifikan terhadap self efficacy. Self efficacy berpengaruh positif dan signifikan terhadap kinerja karyawan dan self efficacy mampu memediasi secara parsial pengaruh lingkungan kerja terhadap kinerja karyawan. Implikasi Penelitian ini diharapkan dapat menjadi bahan pertimbangan dan masukan bagi pimpinan dalam memperhatikan kinerja karyawan dengan mempertimbangkan lingkungan kerja dan self efficacy. Problems related to decreased performance that occur where employees are often not enthusiastic at work besides that the work environment that is created such as the relationship between employees is still lacking and work facilities are inadequate. The purpose of this study was to determine the effect of the work environment on employee performance mediated by self-efficacy at the Tjampuhan Hotel with a total sample of 103 employees using the saturated sample method. Data collection was carried out using an interview and questionnaire approach and the data collected was analyzed using path analysis. The results of this study indicate that the work environment has a positive and significant effect on employee performance. The work environment has a positive and significant effect on self-efficacy. Self efficacy has a positive and significant effect on employee performance and self efficacy is able to partially mediate the effect of the work environment on employee performance. Implications of this research are expected to be a material for consideration and input for leaders in paying attention to employee performance by considering the work environment and self-efficacy.]]>
<![CDATA[PERAN KEPUASAN KERJA DALAM MEMEDIASI PENGARUH KOMPENSASI TERHADAP LOYALITAS KARYAWAN ]]>
<![CDATA[Ni Putu Reditha Febyanti]]>;
<![CDATA[I Gusti Made Suwandana]]>
<![CDATA[ E-Jurnal Manajemen Vol 13 No 5 (2024) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana ]]>
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DOI: 10.24843/EJMUNUD.2024.v13.i05.p09
<![CDATA[Loyalitas karyawan adalah bentuk pencapaian positif atau kebertemuan hasilan dari sebuah perusahaan dalam mengelola karyawan. Penelitian ini bertujuan untuk menganalisis peran kepuasan kerja memediasi pengaruh kompensasi terhadap loyalitas karyawan. Penelitian ini dilakukan di PT Federal International Finance Group Denpasar, Cabang Buluh Indah. Populasi yang digunakan adalah seluruh karyawan pada PT FIF Group Denpasar Cabang Buluh Indah yaitu sebanyak 58 orang yang seluruhnya akan dijadikan sampel dengan metode sampel jenuh. Teknik analisis data yang digunakan adalah analisis jalur dan uji sobel. Temuan hasil analisis menunjukkan bahwa kompensasi memberi pengaruh positif serta signifikan pada loyalitas karyawan, kompensasi memberi pengaruh positif serta signifikan pada kepuasan kerja, kepuasan kerja memberi pengaruh positif serta signifikan pada loyalitas karyawan, Kepuasan kerja berperan positif dan signifikan dalam memediasi kompensasi terhadap loyalitas karyawan. PT FIF Group Denpasar Cabang Buluh Indah diharapkan dapat melakukan pemantauan, mengevaluasi sistem kompensasi serta memberikan kompensasi sesuai dengan tanggung jawab karyawan. Hasil penelitian menunjukkan penelitian sejalan dengan teori pertukaran sosial (Social Exchange Theory) dan kerangka berfikir penelitian yang mengandung implikasi bahwa salah satu faktor yang mempengaruhi loyalitas karyawan adalah kompensasi dan kepuasan kerja. Employee loyalty is a form of positive achievement or success of a company in managing employees. This study aims to analyze the role of job satisfaction in mediating the effect of compensation on employee loyalty. This research was conducted at PT Federal International Finance Group Denpasar, Buluh Indah Branch. The population used is all employees at PT FIF Group Denpasar, Buluh Indah Branch, which is 58 people, all of whom will be sampled using the saturated sample method. The data analysis technique used is path analysis and sobel test. The results of the analysis show that compensation has a positive and significant effect on employee loyalty, compensation has a positive and significant effect on job satisfaction, job satisfaction has a positive and significant effect on employee loyalty, job satisfaction plays a positive and significant role in mediating compensation on employee loyalty. PT FIF Group Denpasar Buluh Indah Branch is expected to monitor, evaluate the compensation system and provide compensation in accordance with employee responsibilities. The results show that the research is in line with social exchange theory and the research framework which implies that one of the factors affecting employee loyalty is compensation and job satisfaction.]]>
<![CDATA[PENGARUH KEPEMIMPINAN TRANSAKSIONAL, BEBAN KERJA DAN BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN ]]>
<![CDATA[Ayu Putri Sugiasari]]>;
<![CDATA[I Gusti Made Suwandana]]>
<![CDATA[ E-Jurnal Manajemen Vol 13 No 1 (2024) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana ]]>
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DOI: 10.24843/EJMUNUD.2024.v13.i01.p04
<![CDATA[Tujuan dari penelitian ini agar menganalisis dampak dari kepemimpinan transaksional, beban kerja dan budaya organisasi terhadap kinerja karyawan di PT. Pradnya Bakti Indonesia. Sampel penelitian sebanyak 60 orang karyawan sebagai responden dengan menggunakan non probability sampling. Metode pengumpulan data berupa wawancara dan juga kuesioner. Analisis data menggunakan Teknik analisis regresi linier berganda. Hasil penelitian menunjukkan bahwa Kepemimpinan Transaksional tidak berpengaruh secara signifikan terhadap Kinerja karyawan. Beban Kerja tidak berpengaruh terhadap kinerja karyawan. Budaya organisasi berpengaruh terhadap kinerja karyawan. Implikasi teoritis dari hasil penelitian ini telah mampu menjelaskan model teori pertukaran sosial yang digunakan sebagai dasar teori ini. Implikasi praktis dalam penelitian ini dimana hasil penelitian digunakan sebagai masukan bagi pihak perusahaan dalam penerapan kepemimpinan transaksional, beban kerja yang sesuai dan menciptakan budaya organisasi untuk meningkatkan kinerja karyawan. The purpose of this study was to analyze the effect of transactional leadership, workload and organizational culture on employee performance at PT. Pradnya Bakti Indonesia. Using a sample of 60 employees as respondents using non probability sampling. Data collection method in the form of interviews and questionnaires. The data was analyzed by using multiple linear regression analysis techniques. The results of the study show that Transactional Leadership does not effect on employee performance. Workload does not affect employee performance. Organizational culture has effect on employee performance. The theoretical implications of the results of this study have been able to explain the social exchange theory model used as the basis for this theory. The practical implications of this research are where the research results are used as input for the company in applying transactional leadership, appropriate workloads and creating an organizational culture to improve an employee performance.]]>
