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All Journal PIRAMIDA Buletin Udayana Mengabdi JAM : Jurnal Aplikasi Manajemen EKONOMIS : Journal of Economics and Business JIA (Jurnal Ilmiah Akuntansi) Forum Manajemen EKONOMIKA45 Jurnal Visi Manajemen (JVM) Innovative: Journal Of Social Science Research International Journal of Management Research and Economics Mutiara: Multidiciplinary Scientifict Journal International Journal of Economics, Management and Accounting Digital Innovation : International Journal Of Management Green Inflation: International Journal of Management And Strategic Business Leadership Epaper Bisnis: International Journal Entrepreneurship and Management E-Jurnal Manajemen
Ni Wayan Mujiati
Fakultas Ekonomi Dan Bisnis, Universitas Udayana
Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Materials Science & Nanotechnology Mathematics Mechanical Engineering Public Health Social Sciences Other

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Analyzing The Serial Mediation of Customer Brand Co-Creation Behavior and Perceived Value in Enhancing Revisit Intention Purnami, Ni Made; Mujiati, NI Wayan; Kartika Sari, Uswatun Siwi; Putri Darmadi, Desak Komang Dea Marcellina; Da Costa, Carla Alexandra De Jesus
Jurnal Aplikasi Manajemen Vol. 22 No. 4 (2024)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2024.022.04.17

Abstract

The café industry faces increasing competition, particularly in attracting and retaining Generation Z customers who prioritize unique experiences and emotional connections. This study aims to examine the direct and indirect effects of place attachment, customer brand co-creation behavior, and perceived value on revisit intention among Generation Z customers in Bali. Additionally, it explores the serial mediation effects of customer brand co-creation behavior and perceived value in this relationship. Data was collected through structured questionnaires from a sample of 300 café visitors in Bali, selected using purposive random sampling. The collected data was analyzed using SmartPLS 3.0. The results indicate that place attachment has a significant direct effect on revisit intention and an indirect effect mediated by customer brand co-creation behavior and perceived value. Furthermore, the study confirms the serial mediation role of these variables, highlighting their combined influence on strengthening revisit intention. These findings underscore the critical importance of fostering emotional bonds and actively engaging customers in brand-related activities to enhance perceived value and encourage repeat visits. The results provide valuable insights for café managers aiming to build long-term loyalty among Generation Z consumers by implementing strategies that integrate emotional and experiential elements.
Peran Dukungan Organisasional Memediasi Pengaruh Toxic Workplace Environment Terhadap Kesejahteraan Karyawan Travel Agent U2B Agus Yudi Indrawan Seraya; Ni Wayan Mujiati
Jurnal Visi Manajemen Vol. 10 No. 3 (2024): Jurnal Visi Manajemen
Publisher : Sekolah Tinggi Ilmu Ekonomi Pariwisata Indonesia Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56910/jvm.v10i3.490

Abstract

This study aims to examine the impact of a toxic workplace environment on employee well-being, mediated by organizational support at U2B Company. The research variables consist of employee well-being as the dependent variable, the toxic workplace environment as the independent variable, and organizational support as the mediating variable. The research method employed is a quantitative associative approach with a sample of 92 employees from U2B Company. The research results are expected to provide theoretical contributions to human resource management and offer practical recommendations for U2B Company to enhance employee well-being through organizational support and improvements in the workplace environment. The limitations of the study include the limited population and the number of variables used. This research is expected to serve as a foundation for future studies to expand the scope of the variables investigated..  
The Mediating Role of Job Satisfaction in The Effect of Perceived Organizational Support on Employee Organizational Commitment at The Trans Resort Bali I Made Agus Yona Surya Andika; Ni Wayan Mujiati
International Journal of Economics, Management and Accounting Vol. 2 No. 4 (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.v2i4.870

Abstract

One of the key factors in a company’s success is its human resources, particularly employees who are committed to fulfilling their responsibilities within the organization. This study aims to analyze the mediating role of job satisfaction in the effect of perceived organizational support on the organizational commitment of employees at The Trans Resort Bali. The study involved a sample of 59 employees. The sampling method used was proportional stratified random sampling. Data were collected through the distribution of questionnaires. The analysis technique employed in this study was Structural Equation Modeling (SEM) using the Partial Least Squares (PLS) approach. The results indicate that perceived organizational support has a positive and significant effect on organizational commitment. Perceived organizational support also has a positive and significant effect on job satisfaction. Furthermore, job satisfaction positively and significantly affects organizational commitment. Job satisfaction is proven to positively mediate the effect of perceived organizational support on organizational commitment.
Peran Work Engagement Memediasi Pengaruh Transformational Leadership Terhadap Organizational Citizenship Behavior Pada Brida Kabupaten Badung Citrawati, I Gusti Ayu Nadya; Mujiati, Ni Wayan
Innovative: Journal Of Social Science Research Vol. 4 No. 5 (2024): Innovative: Journal Of Social Science Research
Publisher : Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/innovative.v4i5.15071

Abstract

Perilaku ekstra peran (OCB) dapat menciptakan lingkungan kerja yang baik dan nyaman, yang pada akhirnya dapat membuat koneksi antara pegwai, kinerja, dan produktivitas pegawai. Mengetahui organizational citizenship behavior dipengaruhi oleh transformational leadership melalui peran work engagement pada BRIDA Kabupaten Badung merupakan tujuan dari diadakannya penelitian ini. Metode penarikan sampel jenuh digunakan dalam penelitian ini dengan jumlah sampel sebanyak 65 orang. Pengumpulan data dilakukan menggunakan wawancara, kuesioner, dan observasi. Data yang terkumpul kemudian dianalisis dengan teknik adalah analisis jalur atau path analysis. Hasil penelitian menunjukkan bahwa transformational leadership dan work engagement berpengaruh positif dan signifikan terhadap organizational citizenship behavior. Work engagement memediasi secara parsial pengaruh transformational leadership terhadap organizational citizenship behavior. Implikasi dari penelitian ini adalah ketika penerapan transformational leadership meningkat maka dapat meningkatkan work engagement pegawai, selanjutnya jika work engagement yang dirasakan pegawai menjadi semakin kuat maka berpotensi meningkatkan organizational citizenship behavior pada BRIDA Kabupaten Badung.  Kata kunci: Keterikatan Kerja, Kepemimpinan Transformasional; Organizational Citizenship Behavior
The Effect of Organizational Commitment on Employee Retention Mediated By Job Satisfaction (A Study At PT. BPR Tri Darma Putri Klungkung) Ni Luh Sri Madewi; Ni Wayan Mujiati
Digital Innovation : International Journal of Management Vol. 2 No. 3 (2025): Digital Innovation : International Journal of Management
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/digitalinnovation.v2i3.437

Abstract

Employee retention is a crucial aspect of human resource management, reflecting an organization's ability to retain its workforce over the long term. This study aims to analyze the effect of organizational commitment on employee retention, with job satisfaction as a mediating variable. The study was conducted at PT. BPR Tri Darma Putri Klungkung, involving a total of 57 employees as respondents. A quantitative associative approach was employed, and data were collected using a structured questionnaire. Data analysis was carried out using Partial Least Squares (PLS) based on Structural Equation Modeling (SEM). The results reveal that organizational commitment has a significant positive effect on employee retention. Additionally, organizational commitment significantly affects job satisfaction, and job satisfaction, in turn, has a significant positive influence on employee retention. Furthermore, job satisfaction partially and complementarily mediates the relationship between organizational commitment and employee retention at PT. BPR Tri Darma Putri Klungkung. This study reinforces social exchange theory and offers practical implications for company management to enhance employee retention through strengthening commitment and job satisfaction.
The Influence of Emotional Intelligence on Turnover Intention Through Job Satisfaction As A Mediating Variable Among Employees of PT. Mabhakti Ni Made Astri Padmayani; Ni Wayan Mujiati
ePaper Bisnis : International Journal of Entrepreneurship and Management Vol. 2 No. 2 (2025): ePaper Bisnis : International Journal of Entrepreneurship and Management
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/epaperbisnis.v2i2.433

Abstract

Employee turnover intention remains one of the pressing challenges for organizations striving to maintain workforce stability. This study investigates how emotional intelligence influences employees’ intention to leave, with job satisfaction positioned as a mediating factor. Grounded in the Traditional Turnover Theory, the research was conducted at PT. Mabhakti, located at Jl. Nangka No. 29, Dangin Puri Kaja, North Denpasar, Bali, Indonesia. The study involved a total of 40 employees, all of whom were included as respondents using a census or saturated sampling approach. Data collection was carried out through structured interviews and questionnaires, and the analysis was performed using path analysis via SPSS. The findings reveal that emotional intelligence negatively and significantly affects turnover intention, while it positively and significantly influences job satisfaction. Additionally, job satisfaction itself negatively affects turnover intention and plays a significant mediating role in the relationship between emotional intelligence and turnover intention. These outcomes reinforce the Traditional Turnover Theory, highlighting that emotionally intelligent employees are more likely to experience internal positive drivers—such as self-motivation and emotional resilience—that contribute to job satisfaction and, consequently, a reduced desire to leave. The study underscores the importance of fostering emotional intelligence and enhancing job satisfaction as strategic approaches to curbing turnover intention and promoting organizational stability and productivity.
Pengaruh Employer Branding terhadap Turnover Intention Dimediasi Employee Engagement di XYZ Headhunter Wibisono, Virgi Fahrezi; Mujiati, Ni Wayan
Mutiara: Multidiciplinary Scientifict Journal Vol. 1 No. 7 (2023): Mutiara: Multidiciplinary Scientifict Journal
Publisher : Al Makki Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57185/mutiara.v1i7.62

Abstract

Turnover intention is a mental or psychological decision that exists between individual approaches with reference to continuing a job or to leave a job. This turnover can be a clue to the stability of employees in an organization or company, meaning that if the more frequent or higher the turnover rate, the organization can be said to be unstable. Based on the results of a pre-survey conducted by 10 people at Startup XYZ Headhunter, using three statement indicators, the results showed that most respondents showed a desire to leave the company. This study uses employer branding variables as exogenous variables and employee engagement as a mediating variable. Employer branding is a concept of marketing applied in HR management to brand the company into a desirable workplace, while employee engagement is the empowerment of organizational members towards their position and role in the company. This study aims to determine employee engagement in mediating the effect of employer branding on turnover intention at XYZ Headhunter. This research was conducted at XYZ Headhunter with a sample size of 32 respondents using the saturated sampling method. Data collection was carried out using a survey approach, where the research instrument used was a questionnaire. The data collected was then analyzed using path analysis techniques, and the sobel test was used in this study to test the hypothesis of this study. The results and conclusions of this study indicate that employer branding has no effect on turnover intention, employer branding has a positive and significant effect on employee engagement, employee engagement has no effect on turnover intention, and employee engagement does not mediate the effect of employer branding on turnover intention.
PENGARUH KOMITMEN ORGANISASIONAL MEMEDIASI PENGARUH KEPUASAN KERJA TERHADAP TURNOVER INTENTION PADA PT. BPR SUKAWATI PANCAKANTI GIANYAR Ni Putu Ayu Diana Restika; Ni Wayan Mujiati
E-Jurnal Manajemen Vol. 15 No. 2 (2026)
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/EJMUNUD.2026.v15.i2.p01

Abstract

Perusahaan yang berkembang akan menghadapi berbagai macam permasalahan terkait dengan sumber daya manusia. Salah satu permasalahan sumber daya manusia yang berkaitan dengan tenaga kerja di perusahaan yaitu masalah turnover intention karyawan. Penelitian ini bertujuan untuk menganalisis pengaruh kepuasan kerja terhadap turnover intention dengan komitmen organisasional sebagai variabel mediasi pada PT. BPR Sukawati Pancakanti Gianyar. Penelitian ini menggunakan pendekatan kuantitatif asosiatif dengan jumlah populasi sebanyak 148 karyawan dan sampel sebanyak 106 responden yang ditentukan melalui teknik proportional random sampling. Data dikumpulkan melalui kuesioner tertutup dan dianalisis menggunakan teknik analisis jalur (path analysis) dengan bantuan SPSS, serta uji Sobel untuk menguji signifikansi efek mediasi. Hasil penelitian menunjukkan bahwa kepuasan kerja berpengaruh negatif signifikan terhadap turnover intention dan berpengaruh positif signifikan terhadap komitmen organisasional. Komitmen organisasional juga terbukti berpengaruh negatif signifikan terhadap turnover intention serta memediasi secara signifikan pengaruh kepuasan kerja terhadap turnover intention. Hasil penelitian ini secara teoretis diharapkan menjadi bukti empiris mengenai traditional turnover theory, peran komitmen organisasional memediasi kepuasan kerja terhadap turnover intention. Secara praktis, hasil penelitian ini diharapkan dapat memberikan kontribusi bagi manajemen PT. BPR Sukawati Pancakanti Gianyar dalam menyusun kebijakan retensi berbasis kesejahteraan kerja dan loyalitas karyawan.   A growing company inevitably faces various challenges related to human resources. One of the critical issues concerning the workforce is employee turnover intention. This study aims to analyze the effect of job satisfaction on turnover intention, with organizational commitment as a mediating variable at PT BPR Sukawati Pancakanti Gianyar. The study employs an associative quantitative approach, involving a population of 148 employees and a sample of 106 respondents selected through proportional random sampling. Data were collected using a closed-ended questionnaire and analyzed using path analysis supported by SPSS, along with the Sobel test to examine the significance of the mediation effect. The results reveal that job satisfaction has a significant negative effect on turnover intention and a significant positive effect on organizational commitment. Furthermore, organizational commitment has a significant negative effect on turnover intention and significantly mediates the relationship between job satisfaction and turnover intention. Theoretically, this study provides empirical support for the traditional turnover theory by demonstrating the mediating role of organizational commitment in the relationship between job satisfaction and turnover intention. Practically, the findings are expected to contribute to the management of PT BPR Sukawati Pancakanti Gianyar in formulating retention policies based on employee well-being and organizational loyalty.
Co-Authors A A Ngurah Bagus Danendra A. A Sagung Kartika Dewi A.A Ngr Angga Dwipalguna A.A.A. Sriati A.A.S.K. Dewi Agus Yudi Indrawan Seraya Ajie Mutiara Ramadhan Anak Agung Ayu Sriathi Anak Agung Istri Cahyani Putri Anak Agung Ngurah Anom Kumbara Anak Agung Sagung Kartika Dewi Asri Ardendy Sitompul Ayu Desi Indrawati Ayu Putu Laksmi Danyathi Badaruz Zaman Benedictus Revan Krisnanto Bertha Aprillyanti Jesiecca Worang Citrawati, I Gusti Ayu Nadya D. I Gst Agung Rai Cahyadi Putra Da Costa, Carla Alexandra De Jesus Denick Ariawangsa Desak Ketut Sintaasih Devi Puspitawati Dewa Made Bayu Adi Putra Dimika Sari Dewi G.M. Sudiartha Gede Sunar Yoga Dharma Budi I Gde Raka Ariana I Gede Krisna Pratama I Gede Nyoman Carlos Wiswanatha Mada I Gusti Agung Ketut Sri Ardani I Gusti Ayu Trisna Dharmapatni I Gusti Made Suwandana I Ketut Merta Darmawan I Ketut Mustanda I Made Agus Yona Surya Andika I Made Billy Permadi I Made Manu Parisuda I Nyoman Yoeka Diputra Y. I Putu Galing Aryansuka Mautama Putra I Putu Purnama Putra I Wayan Rera Govinda I.B.K. Surya I.G.N Gede Surya Laksana I.W.M. Utama Ica Rika Candraningrat Ida Ayu Gayatri Putri Kaleran Ida Ayu Gita Dwi Sasmita Kadek Ary Setiawan Kadek Arya Reta Aditeresna Kadek Intan Permata Kusuma Kadek Juli Arthawan Kadek Manik Oko Mahendra Kadek Mia Suciartini Kartika Sari, Uswatun Siwi Komang Dewi Puspita Made Gerry Dwi Handara Ni Luh Helga Daniati Ni Luh Sri Madewi Ni Made Astri Padmayani Ni Made Diah Malini Cahyani Ni Made Dwi Sumantri Ni Made Purnami Ni Nyoman Ayu Manik Ankgaryta Pramana Ni Nyoman Kerti Yasa Ni Nyoman Yani Sri Lestari Ni Putu Ayu Diana Restika Ni Putu Cempaka Widyawati Ni Putu Dewi Listiniasih Ni Putu Meisya Prima Sari Ni Putu Melda Cahaya Santhi Ni Wayan Anik Sugianti Nyoman Abundanti Nyoman Aditya Prabawa Sudja Pande Wayan Agus Sugiartha Putri Darmadi, Desak Komang Dea Marcellina Putu Erika Meita Rina Dewi Putu Yuwanda Artana Rini Candra Adelia Sita Auliya Permata Vera Intanie Dewi Virgi Fahrezi Wibisono W.M. Utama Wibisono, Virgi Fahrezi