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All Journal SOCA: Jurnal Sosial Ekonomi Pertanian MATRIK: JURNAL MANAJEMEN, STRATEGI BISNIS, DAN KEWIRAUSAHAAN Majalah Ilmiah Fisioterapi Indonesia E-Jurnal Ekonomi dan Bisnis Universitas Udayana E-Jurnal Manajemen Universitas Udayana Jurnal Ilmu Manajemen (JIM) Jurnal Ilmu Sosial dan Humaniora Jurnal Kajian Bali Jurnal Master Pariwisata (JUMPA) JSEH (Jurnal Sosial Ekonomi dan Humaniora) Jurnal Belantara International Journal of Supply Chain Management Journal of Multidisciplinary Academic Journal of Information System, Applied, Management, Accounting and Research Udayana Journal of Social Sciences and Humanities (UJoSSH) Journal Of Business, Finance, and Economics (JBFE) Indonesian Journal of Business Analytics (IJBA) International Journal of Green Tourism Research and Applications Journal Research of Social Science, Economics, and Management International Journal of Management Research and Economics INTERNATIONAL JOURNAL OF ECONOMIC LITERATURE Journal of Economics and Public Health International Journal of Economics, Commerce, and Management International Journal of Economics, Management and Accounting Harmony Management: International Journal of Management Science and Business Journal of Humanities, Community Service, and Empowerment
Ida Bagus Ketut Surya
Fakultas Ekonomi Dan Bisnis Universitas Udayana
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PERAN MOTIVASI KERJA DALAM MEMEDIASI PENGARUH BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN I Komang Angga Taruna Putra; Ida Bagus Ketut Surya
E-Jurnal Manajemen Vol 12 No 5 (2023)
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/EJMUNUD.2023.v12.i05.p03

Abstract

Kinerja karyawan merupakan capaian dari kerja karyawan yang dapat dipenuhi dengan meningkatkan motivasi kerja dan budaya organisasi. Penelitian ini bertujuan untuk mengetahui peran motivasi kerja dalam memediasi hubungan antara budaya organisasi dengan kinerja karyawan di Jimbaran Bay Seafood Kedonganan dengan jumlah sampel sebanyak 58 orang karyawan. Pengumpulan data menggunaka metode wawancara dan kuesioner dengan teknik analisis Partial Least Square (PLS). Hasil penelitian ditemukan bahwa budaya organisasi berpengaruh positif dan signifikan terhadap kinerja karyawan. Budaya organisasi berpengaruh positif dan signifikan terhadap motivasi kerja. Motivasi kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Motivasi kerja mampu memediasi secara positif dan signifikan pengaruh budaya organisasi terhadap kinerja karyawan. Hasil penelitian ini mengimplikasikan bahwa karyawan yang menerapkan budaya organisasi dengan tepat maka akan mendorong motivasi kerja karyawan dan secara langsung akan meningkatkan kinerja karyawan pada Jimbaran Bay Seafood Kedonganan. Employee performance is the result of employee work that can be fulfilled by increasing work motivation and organizational culture. This study aims to determine the role of work motivation in mediating the relationship between organizational culture and employee performance at Jimbaran Bay Seafood Kedonganan with a total sample of 58 employees. Data collection uses interview and questionnaire methods with Partial Least Square (PLS) analysis techniques. The results of the study found that organizational culture has a positive and significant effect on employee performance. Organizational culture has a positive and significant effect on work motivation. Work motivation has a positive and significant effect on employee performance. Work motivation is able to mediate positively and significantly the influence of organizational culture on employee performance. The results of this study imply that employees who apply organizational culture appropriately will encourage employee motivation and will directly improve employee performance at Jimbaran Bay Seafood Kedonganan.
PENGARUH MOTIVASI KERJA, KEPUASAN KERJA, DAN LINGKUNGAN KERJA TERHADAP LOYALITAS KARYAWAN Ni Wayan Diah Widnyasari; Ida Bagus Ketut Surya
E-Jurnal Manajemen Vol 12 No 9 (2023)
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/EJMUNUD.2023.v12.i09.p05

Abstract

Setiap organisasi perlu memiliki strategi yang tepat agar tetap bertahan dalam menjalankan kegiatan operasionalnya. Loyalitas karyawan telah menarik banyak perhatian karena menjadi harapan bahwa karyawan yang termotivasi dan loyal akan bertindak demi kepentingan terbaik organisasi. Penelitian ini bertujuan untuk mengetahui pengaruh dari motivasi kerja, kepuasan kerja, dan lingkungan kerja terhadap loyalitas karyawan PT. Mabhakti Denpasar. Jumlah sampel sebanyak 40 karyawan. Teknik analisis data yang digunakan adalah statistik deskriptif dan statistik inferensial, analisis regresi linier berganda. Berdasarkan hasil analisis ditemukan bahwa motivasi kerja, kepuasan kerja dan lingkungan kerja berpengaruh positif dan signifikan terhadap loyalitas karyawan. Hasil penelitian ini mengimplikasikan bahwa motivasi kerja yang tinggi dapat meningkatkan loyalitas, semakin puas karyawan terhadap pekerjaannya maka loyalitas karyawan juga tinggi, dan lingkungan kerja yang baik dapat meningkatkan loyalitas karyawan. Every organization needs to have the right strategy in order to survive in carrying out its operational activities. Employee loyalty has attracted a lot of attention because it is the expectation that motivated and loyal employees will act in the best interests of the organization. This study aims to determine the effect of work motivation, job satisfaction, and work environment on employee loyalty at PT. Mabhakti Denpasar. The number of samples is 40 employees. The data analysis technique used is descriptive statistics and inferential statistics, multiple linear regression analysis. Based on the results of the analysis it was found that work motivation, job satisfaction and work environment have a positive and significant effect on employee loyalty. The results of this study imply that high work motivation can increase loyalty, the more satisfied employees are with their work, the higher employee loyalty, and a good work environment can increase employee loyalty.
Bagaimana Menekan Tombol Aktivasi Perilaku Karir Proaktif? Ni Made Dwi Ariani Mayasari; I Gede Riana; Ida Bagus Ketut Surya; Made Surya Putra
Jurnal Ilmu Sosial dan Humaniora Vol 14 No 1 (2025)
Publisher : Universitas Pendidikan Ganesha

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23887/jish.v14i1.89956

Abstract

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.
The Influence of Credit Risk, Operational Efficiency, Liquidity, and Profitability on Company Value (Empirical Study on Banking Subsector Companies on the Indonesia Stock Exchange for the 2021-2024 Period) Agus Ari Widana; Henny Rahyuda; Sayu Ketut Sutrisna Dewi; Ida Bagus Ketut Surya
Indonesian Journal of Business Analytics Vol. 5 No. 3 (2025): June 2025
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/ijba.v5i3.14696

Abstract

The stock price, a gauge of firm value, reflects the market's assessment of the company's performance and prospects for the future. The company's high value indicates that investors have faith in management's capacity to allocate resources and promote sustained expansion. This study aims to investigate the relationship between credit risk, profitability, liquidity, and operational efficiency and corporate value. The study's population consists of the 40 banking subsector companies that were listed on the Indonesia Stock Exchange between 2021 and 2024. The sample strategy used in this study was non-probability sampling utilizing saturation sampling methodology. Data is taken from the company's financial filings for 2021–2024. The data analysis approach used in this study was multiple linear regression analysis using SPSS software. The results showed that while profitability has a positive effect on firm value, operational effectiveness and liquidity have a negative effect, and credit risk has no effect at all. The study's conclusions can lead the development of investment plans that provide the highest rate of return and provide a basis for strategic decisions relating to initiatives to increase business value.
The Effect of Organizational Support on Organizational Citizenship Behavior Mediated By Organizational Commitment Ni Ketut Rika Harum Sari; Ida Bagus Ketut Surya
International Journal of Economics, Commerce, and Management Vol. 2 No. 3 (2025): July : International Journal of Economics, Commerce, and Management
Publisher : Asosiasi Riset Ekonomi dan Akuntansi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62951/ijecm.v2i3.767

Abstract

This study aims to examine the effect of organizational support on organizational citizenship behavior with organizational commitment as a mediating variable. The sample consisted of 43 respondents selected using a saturated sampling (census) method. Data were collected through questionnaires and analyzed using descriptive statistics and inferential analysis through the Partial Least Squares Structural Equation Modeling (SEM-PLS) approach. The results indicate that organizational support has a positive and significant effect on organizational citizenship behavior. Organizational commitment also has a positive and significant effect on organizational citizenship behavior. Furthermore, organizational support positively and significantly affects organizational commitment. Organizational commitment partially and complementarily mediates the influence of organizational support on organizational citizenship behavior. Theoretically, this research supports the Social Exchange Theory. Practically, the findings can serve as input for the management of Taman Tirtagangga to enhance employee support in order to foster voluntary behaviors and employee commitment.
Work Motivation Mediates the Effect Of Work Stress On Employee Performance At PT. Tiki Jalur Nugraha Ekakurir (JNE) South Denpasar Cyntia Lukyta Sari; Ida Bagus Ketut Surya
International Journal of Economics, Commerce, and Management Vol. 2 No. 3 (2025): July : International Journal of Economics, Commerce, and Management
Publisher : Asosiasi Riset Ekonomi dan Akuntansi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62951/ijecm.v2i3.771

Abstract

This study aims to examine the mediating role of work motivation on the effect of work stress on employee performance. The sample consisted of 140 employees selected using purposive sampling technique. Data were collected through questionnaire distribution. The data analysis technique employed in this study was Structural Equation Modeling (SEM) based on variance or component-based SEM known as Partial Least Squares (PLS). The results indicate that work stress has a negative and significant effect on employee performance. Work motivation has a positive and significant effect on employee performance. Work stress has a negative and significant effect on work motivation. Furthermore, work motivation mediates the effect of work stress on employee performance. Theoretically, the findings support previous research through the lens of Self-Determination Theory. Practically, the results provide valuable insights for companies to manage work stress effectively in order to improve employee performance and to enhance employee work motivation.
The Effect of Job Insecurity on Turnover Intention Mediated by Job Satisfaction at PT. Indocitra Jaya Samudera Ni Made Putri Gangga Pratiwi; Ida Bagus Ketut Surya
International Journal of Economics, Management and Accounting Vol. 2 No. 3 (2025): International Journal of Economics, Management and Accounting
Publisher : Asosiasi Riset Ekonomi dan Akuntansi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/ijema.v2i3.664

Abstract

Job insecurity is a psychological condition that can lead to emotional instability among employees, ultimately increasing their intention to leave the organization. Job satisfaction is suspected to act as a mediating variable that can mitigate the negative impact of job insecurity on turnover intention. This study aims to analyze the effect of job insecurity on turnover intention, mediated by job satisfaction, at PT Indocitra Jaya Samudera. A quantitative method with a causal associative approach was employed. The population consisted of 298 employees, and a sample of 171 respondents was selected using stratified sampling. Data analysis was conducted using Partial Least Squares (PLS) to examine the relationships between variables. The results show that job insecurity has a positive and significant effect on turnover intention, a negative effect on job satisfaction, and that job satisfaction negatively and significantly affects turnover intention. Furthermore, the mediation analysis indicates that job satisfaction mediates the relationship between job insecurity and turnover intention.
The Effect of Self-Efficacy on Turnover Intention Through Work-Life Balance As A Mediation (Study on Employees of The Faculty of Economics and Business, Udayana University) I Putu Nugraha Wira Pratama; Ida Bagus Ketut Surya
Harmony Management: International Journal of Management Science and Business Vol. 2 No. 3 (2025): International Journal of Management Science and Business
Publisher : International Forum of Researchers and Lecturers

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70062/harmonymanagement.v2i3.367

Abstract

This study aims to determine the role of work-life balance in mediating the effect of self-efficacy on turnover intention. The research employed a saturated sampling technique with a sample of 112 employees. The method used was a survey method with questionnaires and interviews, analyzed using descriptive statistics and inferential  statistical analysis with SEM-PLS. The results of this study indicate that self-efficacy has a negative effect on turnover intention. Self-efficacy has a positive and significant effect on work-life balance. Work-life balance negatively affects turnover intention. Furthermore, work-life balance is able to mediate the effect of self-efficacy on turnover intention. The theoretical implication of this research is a confirmation of attribution theory and its relation to the research variables. The practical implication provides alternative solutions to the problem of turnover intention. The recommendation given is that the Faculty of Economics and Business, Udayana University, should provide psychological support and a conducive work environment to enhance employees’ self-efficacy, while also developing flexible work policies that support work-life balance through workload management, rest periods, and a work culture that respects personal life.
The Role of Job Satisfaction in Mediating the Influence of Transformational Leadership on Innovative Behavior in Employees of Pt. Xyz Azriel Yuda Penalemen Tarigan; Ida Bagus Ketut Surya; I Gusti Made Suwandana
International Journal of Management Research and Economics Vol. 2 No. 3 (2024): August : International Journal of Management Research and Economics
Publisher : Institut Teknologi dan Bisnis (ITB) Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54066/ijmre-itb.v2i3.2091

Abstract

The role of job satisfaction as a mediator of transformational leadership on employees' innovative behavior is crucial in the context of modern business competition. In the current era of globalization, competition between companies is increasingly strong, it requires companies to understand and optimize these factors to improve their performance and competitiveness. Therefore, this research aims to analyze the relationship between transformational leadership, job satisfaction, and employees' innovative behavior. This research was conducted at PT. XYZ , with a total sample of 60 employees determined based on saturation sampling. Data was collected through interviews and distributing questionnaires to research subjects. The data were analyzed using path analysis technique with SPSS. This research aims to analyze the mediating role of job satisfaction on the influence of transformational leadership on innovative behavior. The results of this research show that transformational leadership and job satisfaction significantly influence innovative behavior with a positive direction, transformational leadership significantly influences job satisfaction with a positive direction, and job satisfaction is able to mediate the influence of transformational leadership on innovative behavior as a partial . The implications of this research theoretically support the findings of previous research. The practical implications for PT. XYZ is to maintain innovative behavior, transformational leadership, and job satisfaction among its employees.
Strengthening Governance and Innovative Work Behavior through Training and Mentoring at BUMDes Mandala Sari, Bongkasa Pertiwi Village, Abiansemal District, Badung Regency, Bali Province Surya, Ida Bagus Ketut; Riana, I Gede; Dana, I Made; Sudirman, I Made Surya Negara; Suparna, Gede; Mandala, Kastawan; Dhan, Ni Kadek Sari Jayanti; Dewi, Desak Made Pradnya
Journal of Humanities, Community Service, and Empowerment Vol. 2 No. 2 (2025)
Publisher : PT. Global World Scientific

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58857/JHCSE.2025.v02.i02.p04

Abstract

Village-owned enterprises (BUMDes) are village economic institutions that aim to optimize local potential through participatory and professional business management. In Bali Province, the existence of more than 600 BUMDes reflects the strategic role of this institution in village economic development. However, several challenges, such as weak human resource capacity, suboptimal financial governance, and low innovation, are significant obstacles. The case of BUMDes Mandala Sari in Bongkasa Pertiwi Village reflects this problem, with a decline in turnover during 2019–2022 due to the pandemic and lack of managerial innovation. This condition encouraged the involvement of the Udayana University Community Service Team to implement training and mentoring programs based on innovative work behaviour. The program implemented includes basic accounting training, application-based financial management, and innovative work behaviour counselling designed to strengthen the competitiveness of BUMDes. Mentoring was carried out during the Udayana University KKN period, involving lecturers and students to ensure that implementation runs sustainably. The results show increased accounting knowledge, managerial skills, and innovative awareness among BUMDes administrators and employees. This program is expected to become a BUMDes development model that can be replicated in other villages, especially in the digital era and changing market dynamics. Integrating work innovation and financial transparency is the key to building a competitive, professional, and sustainable BUMDes.
Co-Authors A A Ngr Bagus Aristayudha AA Gde Oka Pramadita AA. Sagung Kartika Dewi Ade Agus Diama Purwa Diputra Adipra, I Made Yoga Agoes Ganesha Rahyuda Agus Ari Widana Alit Putra Laksana Anak Agung Alit Juliarta Anak Agung Ayu Sriathi Anak Agung Ngurah Anom Kumbara Azriel Yuda Penalemen Tarigan Cyntia Lukyta Sari Desak Made Pradnya Dewi Dewi, Desak Made Pradnya Dhan, Ni Kadek Sari Jayanti Dhita Pricillia Djohan Ega Malinda Angeliza Siahaan Gede Nanda Wiguna Gede Suparna Handayani, Sagung Agung Diah Pradnya Henny Rahyuda I Gde Hendra Narottama I Gede Aditya Pradana Putra I Gede Putu Kawiana I Gede Riana I Gede Rihayana I Gst Bagus Honor Satrya I Gusti Ayu Ketut Ratna Dewi I Gusti Made Suwandana I Kadek Adi Subawa I Kadek Andika Budi Utama I Kadek Dwi Payana I Ketut Wijaya Kesuma I Komang Agus Dharma Sentana I Komang Angga Taruna Putra I Komang Hady Perdana I Komang Satria Warla Putra I Made Adnyana Putra I Made Artha Wibawa I MADE DANA I Made Dika Mahendra I Made Dwi Adnyana I Made Surya Negara Sudirman I Putu Agus Ardi Tirtaputra I Putu Indra Pardita I Putu Indra Samyoga Edom Mulyana I Putu Nugraha Wira Pratama I Wayan Bagus Satya Utama I Wayan Gde Arya Bhyasama Tukad Ida Ayu Trisya Ratna Kumari Ida Bagus Agung Indra Parasara Ida Bagus Agung Wiranatha Ida Bagus Budi Utama Induyoga Aditama I Wayan Kadek Meira Salsabila Maharani Kastawan Mandala Luh Ade Syah Sugiarni Made Antara Made Bayu Indra Nugraha Made Surya Putra Moch Nur Efendi Nana Suardiningsih Ni Kadek Sari Jayanti Dhani Ni Ketut Rika Harum Sari Ni Ketut Sri Dya Astuti Ni Luh Putu Surya Astitiani Ni Made Dwi Ariani Mayasari Ni Made Putri Gangga Pratiwi Ni Putu Ade Novita Adnyani Ni Putu Diah Suryadewi Ni Putu Eka Fajariani Ni Putu Pratiwi Irmayanthi Ni Wayan Diah Widnyasari Nyoman Yana Samyoga Putu Agus Yoga Brahmanda Ariarta Putu Anom Putu Evi Rosalinda Dewi Putu Gita Hapsari A Charmiati Putu Melati Purbaningrat Yo Raja Cendana Sedana Sayu Ketut Sutrisna Dewi Suryaningsih, Ida Ayu Anggreni Syamsul Alam Paturusi Vania Stella Elena Wayan Surya Gunawan Widiastuti Widiastuti Zeferino Martins