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All Journal JMM17: Jurnal Ilmu Ekonomi dan Manajemen DiE: Jurnal Ilmu Ekonomi dan Manajemen Media Mahardhika Equilibrium: Jurnal Ekonomi-Manajemen-Akuntansi Business and Finance Journal Jurnal Ilmiah Manajemen Kesatuan Journal of Economics and Business UBS Prima Abdika: Jurnal Pengabdian Masyarakat Indonesian Journal of Multidisciplinary Science EKONOMIKA45 East Asian Journal of Multidisciplinary Research (EAJMR) Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) International Journal of Economics (IJEC) Eduvest - Journal of Universal Studies Indonesian Journal Economic Review (IJER) Manajemen Kreatif Jurnal Maeswara: Jurnal Riset Ilmu Manajemen dan Kewirausahaan GEMAH RIPAH: Jurnal Bisnis Jurnal Nirta: Studi Inovasi IIJSE Neraca Manajemen, Akuntansi, dan Ekonomi
I Dewa Ketut Raka Ardiana
Universitas 17 Agustus 1945 Surabaya
Aerospace Engineering Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Neuroscience Public Health Social Sciences Other

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Pengaruh Quality of Work Life dan Keadilan Interaksional terhadap Kinerja Karyawan melalui Kepuasan Kerja sebagai Variabel Intervening Diva Amalia Putri; I Dewa Ketut Raka Ardiana
Maeswara : Jurnal Riset Ilmu Manajemen dan Kewirausahaan Vol. 2 No. 4 (2024): AGUSTUS : Maeswara
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/maeswara.v2i4.1133

Abstract

This research aims to determine the influence of quality of work life, interactional justice on the performance of Hotel Neo+ Waru Sidoarjo employees through job satisfaction as an intervening variable. The population of this study were all employees of the Neo+ Waru Sidoarjo Hotel, with a saturated sampling technique totaling 41 people. Data was collected using a questionnaire with a five-graded Likert scale with data analysis using SEM-PLS with SmartPLS version 3 software. Based on the research results, hypothesis testing states that: 1) Quality of Work Life has a positive and significant effect on Employee Performance at the Neo+ Waru Hotel Sidoarjo, 2 ) Interactional Justice has a positive and significant effect on Employee Performance at Hotel Neo+ Waru Sidoarjo, 3) Quality of Work Life has a positive and significant effect on Job Satisfaction for employees of Hotel Neo+ Waru Sidoarjo, 4) Interactional Justice has a positive and significant effect on Job Satisfaction for Hotel employees Neo+ Waru Sidoarjo, 5) Job Satisfaction has a positive and significant effect on Employee Performance at the Neo+ Waru Sidoarjo Hotel, 6) Job Satisfaction cannot mediate the relationship between Quality of Work Life and Employee Performance at the Neo+ Waru Sidoarjo Hotel with a Direct-only mediation effect (no mediation ), 7) Job Satisfaction can mediate or there is an influence between the relationship between Interactional Justice and Employee Performance at the Neo+ Waru Sidoarjo Hotel with a Complementary mediation effect (partial mediation).
PENGARUH KOMITMEN ORGANISASI DAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR TERHADAP KINERJA PEGAWAI KANTOR POS CABANG UTAMA SURABAYA 60000 MELALUI KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING Devina Aurelia; I Dewa Ketut Raka Ardiana
Musytari : Neraca Manajemen, Akuntansi, dan Ekonomi Vol. 4 No. 7 (2024): Musytari : Neraca Manajemen, Akuntansi, dan Ekonomi
Publisher : Cahaya Ilmu Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.8734/musytari.v4i7.2566

Abstract

Tujuan dari penelitian’ini adalah untuk mengetahui bagaimana komitmen’organisasi’dan perilaku warga negara organisasi berdampak pada kinerja karyawan melalui kepuasan kerja sebagai variabel intervensi.Penelitian ini dilakukan di kantor pos cabang utama Surabaya, 60000, dan menggunakan metode random sampling untuk memilih 65 responden. Program SmartPLS 3 digunakan untuk melakukan analisis data menggunakan SEM (Modeling Equation of Structure). Hasil penelitian ini menunjukkan komitmen organisasi tidak berpengaruh terlalu banyak terhadap kinerja pegawai; komitmen organisasi berpengaruh terlalu banyak terhadap kinerja pegawai; komitmen organisasi berpengaruh terlalu banyak terhadap kepuasan kerja; komitmen organisasi berpengaruh terlalu banyak terhadap kepuasan kerja; dan kepuasan kerja berpengaruh terlalu banyak terhadap kinerja pegawai.
BUDAYA ORGANISASI, EMPLOYEE ENGAGEMENT TERHADAP JOB TRUST DAN KINERJA KARYAWAN PT. FIF GROUP CABANG LAMONGAN Evi Farikha Zuhanna; I Dewa Ketut Raka Ardiana
Musytari : Neraca Manajemen, Akuntansi, dan Ekonomi Vol. 4 No. 7 (2024): Musytari : Neraca Manajemen, Akuntansi, dan Ekonomi
Publisher : Cahaya Ilmu Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.8734/musytari.v4i7.2576

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh secara simultan dan parsial Budaya Organisasi, Employee Engagement, terhadap Job Trust dan Kinerja Karyawan pada PT. FIF Group Cabang Lamongan. Jenis penelitian ini ialah penelitian kuantitatif dan seluruh data diperoleh melalui wawancara dan kuesioner. Sampel pada penelitian ini adalah karyawan PT. FIF Group Cabang Lamongan yang berjumlah 58 orang. Metode analisis data yang digunakan adalah outer loading/loading vector, average variabce extracted (AVE), composite reliability (CR), cronbach's alpha, inner model, dan uji hipotesis. Teknik pengujian hipotesis dan analisis data menggunakan bantuan SmartPLS4. Hasil penelitian ini menunjukkan bahwa Employee Engagement secara simultan berpengaruh positif dan signifikan terhadap Kinerja Karyawan pada PT. FIF Group Cabang Lamongan. Hasil lain menunjukkan bahwa secara parsial Budaya Organisasi terhadap Kinerja Karyawan pada PT. FIF Group Cabang Lamongan berpengaruh positif dan tidak signifikan, hasil lain Budaya Organisasi melalui Job trust terhadap Kinerja Karyawan dan Employee Engagement melalui Job Trust terhadap Kinerja Karyawan berpengaruh positif dan tidak signifikan.
PENGARUH WORK LIFE BALANCE DAN PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN DIMEDIASI OLEH MOTIVASI KERJA PADA PCP EXPRESS SURABAYA - PT. YAPINDO TRANSPORTAMA Wilfy Rula Aisyah Fisabililla Shahadat; I Dewa Ketut Raka Ardiana
Musytari : Neraca Manajemen, Akuntansi, dan Ekonomi Vol. 4 No. 7 (2024): Musytari : Neraca Manajemen, Akuntansi, dan Ekonomi
Publisher : Cahaya Ilmu Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.8734/musytari.v4i7.2580

Abstract

Dalam era industri yang kompetitif, manajemen sumber daya manusia kunci untuk keunggulan kompetitif. Fokus pada pengembangan ide inovatif dan motivasi karyawan, serta strategi seleksi, penciptaan visi bersama, dan pemberian motivasi, vital dalam mengelola sumber daya manusia. Penelitian di PCP Express Surabaya - PT. Yapindo Transportama menguji dampak work-life balance dan pengembangan karir terhadap kinerja karyawan, dengan motivasi kerja sebagai mediator. Hasilnya menunjukkan work-life balance dan pengembangan karir potensial meningkatkan kinerja, di mana motivasi kerja berperan sebagai penghubung yang signifikan. Penelitian ini memberikan wawasan bagi perusahaan dalam meningkatkan kinerja organisasi melalui manajemen sumber daya manusia.
The influence of transformational leadership, organizational culture, and achievement motivation on teacher performance at SMKN 7 Surabaya through organizational commitment as a mediating variable Kurniawan, Rizal; Andjarwati, Tri; Ardiana, Dewa Ketut Raka
JMM17 : Jurnal Ilmu ekonomi dan manajemen Vol 11 No 2 (2024): September 2024
Publisher : Universitas 17 Agustus 1945 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30996/jmm17.v11i2.11557

Abstract

This research aims to analyze the influence of transformational leadership, organizational culture and achievement motivation on teacher performance, mediate by organizational commitment. The samples in this research through a saturated sampling technique then get 100 teachers who worked at SMKN 7 Surabaya. Hypothesis testing in this research was carried out using a SMART-PLS. The results of this research say that transformational leadership (X1) and Achievement motivation (X3) influence organizational commitment (Z), while Organizational culture (X2) partially not influence organizational commitment (Z). Then transformational leadership (X1) and Achievement motivation (X3) not influence teacher performance (Y), while Organizational culture (X2) and organizational commitment (Z) influence teacher performance (Y). Additionally, regarding the indirect effects analysis, it was found that transformational leadership (X1) and achievement motivation (X3) influence teacher performance (Y) through the mediation of organizational commitment (Z). However, organizational culture (X2) not influence teacher performance (Y) through the mediation of organizational commitment (Z). Keywords: leadership, culture, motivation, commitment, performance
The Influence of Upskilling, Communication Capability and Digital Capability on Employee Performance with Innovation as an Intervening Variable at PT PLN (Persero) Pusmanpro Pramana, Agus Pawitra Widya; Mujanah, Siti; Ardiana, I Dewa Ketut Raka
International Journal of Economics (IJEC) Vol. 4 No. 1 (2025): January-June
Publisher : PT Inovasi Pratama Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55299/ijec.v4i1.738

Abstract

PT PLN (Persero) Project Management Center or called (PLN Pusmanpro) in carrying out its activities managing electricity project management, both power plant projects, transmission, substations and rehabilitation projects, opens opportunities for its employees to innovate in the fields of technology and information systems. The problems that arise in the implementation of the use of the Assignment Monitoring and Reporting System (SIMPP) are that the implementation of this application has been running since 2015 and is still using the old version, then there is no indicator that the use of SIMPP can provide work enthusiasm for employees, because the development of the use of information technology is rapidly changing and increasingly sophisticated, and the level of employee communication and innovation is still relatively poor because there are still limitations to the features in this SIMPP application. The purpose of this study was to determine the effect of upskilling, communication and digital capability on employee performance with innovation as an intervening variable. This study uses a quantitative method with primary data sources obtained from distributing questionnaires. The population of this study were all employees at PLN Pusmanpro. The selection of respondents was carried out using the saturated non-probability sampling method with a total of 126 respondents. The data analysis method uses descriptive analysis and SEM-PLS analysis. The results of the study indicate that the variables of upskilling, communication and digital capability have a positive and significant effect on employee performance through employee innovation at PT PLN Pusmanpro.
PENGARUH BUDAYA ORGANISASI, HUMAN RELATION DAN SUPERVISOR SUPPORT TERHADAP KINERJA KARYAWAN DINO PARK PT. MAJU BATU BERSAMA DI BATU, JAWA TIMUR Saviola, Marzoochi Achmad; Ardiana, I Dewa Ketut Raka
Musytari : Jurnal Manajemen, Akuntansi, dan Ekonomi Vol. 15 No. 2 (2025): Musytari : Jurnal Manajemen, Akuntansi, dan Ekonomi
Publisher : Cahaya Ilmu Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.8734/musytari.v15i2.11091

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh budaya organisasi, human relation, dan supervisor support terhadap kinerja karyawan di Dino Park PT. Maju Batu Bersama, Batu, Jawa Timur. Dalam dunia bisnis yang kompetitif, budaya organisasi yang kuat tidak hanya menjadi identitas kolektif, tetapi juga memberikan panduan perilaku bagi karyawan. Budaya yang harmonis mampu menciptakan stabilitas sosial dan meningkatkan produktivitas. Selain itu, hubungan interpersonal yang harmonis (human relation) memainkan peran penting dalam menjaga komunikasi yang efektif dan kerja sama tim. Dukungan supervisor (supervisor support) juga menjadi salah satu elemen kunci yang membantu karyawan mencapai potensi maksimal melalui motivasi, perhatian, dan bimbingan yang memadai. Namun, tantangan seperti inkonsistensi dalam penerapan nilai organisasi, kurangnya kolaborasi antar tim, dan dukungan supervisor yang belum merata di Dino Park memunculkan kebutuhan untuk mengidentifikasi pengaruh ketiga faktor tersebut terhadap kinerja karyawan. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei yang melibatkan 80 karyawan sebagai responden. Data dikumpulkan melalui kuesioner dengan skala Likert, kemudian dianalisis menggunakan regresi linier berganda. Hasil penelitian menunjukkan bahwa budaya organisasi, human relation, dan supervisor support secara parsial maupun simultan memiliki pengaruh positif dan signifikan terhadap kinerja karyawan. Budaya organisasi menjadi landasan dalam membangun komitmen dan loyalitas karyawan, sementara human relation mendukung koordinasi dan komunikasi yang lancar antar individu. Di sisi lain, supervisor support memberikan kontribusi besar dalam menciptakan rasa percaya dan motivasi kerja melalui umpan balik dan perhatian terhadap kebutuhan individu. Penelitian ini menemukan bahwa penguatan nilai-nilai budaya organisasi, peningkatan kualitas hubungan antar karyawan, dan optimalisasi peran supervisor mampu menciptakan lingkungan kerja yang lebih produktif. Rekomendasi yang diberikan mencakup pengembangan program pelatihan yang lebih intensif untuk memperkuat penerapan nilai-nilai budaya organisasi, peningkatan mekanisme komunikasi untuk mempererat hubungan interpersonal, dan pelatihan khusus bagi supervisor untuk meningkatkan kemampuan dalam mendukung karyawan. Dengan langkah-langkah tersebut, diharapkan Dino Park dapat meningkatkan kualitas layanan, kepuasan karyawan, dan reputasi perusahaan sebagai destinasi wisata edukatif terkemuka. Penelitian ini memberikan kontribusi signifikan bagi pengembangan strategi manajemen sumber daya manusia di sektor pariwisata, khususnya dalam mengoptimalkan kinerja karyawan melalui sinergi antara budaya organisasi, human relation, dan supervisor support.
ANALISIS PERUBAHAN BUDAYA DAN LINGKUNGAN KERJA TERHADAP KOMITMEN DAN KINERJA KARYAWAN PT. BANK PEMBANGUNAN DAERAH JAWA TIMUR Tbk DI SURABAYA Andriyan Fahmi Majid, Andriyan Fahmi Majid; I Dewa Ketut Raka Ardiana, I Dewa Ketut Raka Ardiana; Tri Andjarwati, Tri Andjarwati
EKONOMIKA45 :  Jurnal Ilmiah Manajemen, Ekonomi Bisnis, Kewirausahaan Vol. 7 No. 2 (2020): Juni : Jurnal Ilmiah Manajemen, Ekonomi Bisnis, Kewirausahaan
Publisher : Fakultas Ekonomi Universitas 45 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (948.853 KB) | DOI: 10.30640/ekonomika45.v7i2.134

Abstract

Business competition is increasingly fierce sticking out as a result of technological developments and globalization that requires all companies competing to create competitive advantage. This is done by the company in order to ensure the company's survival. It will be very difficult to continue to survive in business competition if the company is unable to adapt quickly. Every business entity is required to always make a transformation in facing various dynamics and business challenges. This study aims to prove and analyze the effect of variable cultural change on employee commitment, cultural change on employee performance, work environment on employee commitment, work environment on employee performance, and employee commitment to employee performance. The sample used was 225 respondents who were employees of PT. Bank Pembangunan Daerah Jawa Timur Tbk. Data analysis using SEM AMOS version 24. Based on the analysis results it was concluded that culture change (X1) influences employee commitment (Z), culture change (X1) affects employee performance (Y), work environment (X2) affects employee commitment (Z), work environment (X2) affect employee performance (Y), and employee commitment (Z) affect employee performance (Y).
THE OF VISIONARY LEADERSHIP, DIGITAL GOVERNANCE, AND DIGITAL COMPETENCE ON EMPLOYEE PERFORMANCE THROUGH WORK EFFICIENCY AS AN INTERVENING VARIABLE IN VILLAGE GOVERNMENT IN SOOKO DISTRICT, MOJOKERTO REGENCY Syah Putra, Rizky Daniar; Mujanah, Siti; Ardiana, I Dewa Ketut Raka
Jurnal Bisnis dan Keuangan Vol 10 No 1 (2025): Business and Finance Journal
Publisher : Universitas Nahdlatul Ulama Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33086/bfj.v10i1.6897

Abstract

This study examines the influence of visionary leadership, digital governance, and digital competence on employee performance through work efficiency as an intervening variable among village government employees in Sooko District, Mojokerto Regency. The population consists of 124 employees, with a sample of 95 respondents determined using Slovin's formula. The data were analyzed using structural equation modeling (SEM) with a partial least square (PLS) approach. The findings reveal that visionary leadership big77 significantly affects employee performance but does not significantly impact work efficiency. Digital governance shows no significant effect on either employee performance or work efficiency. Conversely, digital competence significantly influences both employee performance and work efficiency. Additionally, work efficiency significantly impacts employee performance. Regarding the mediating role, work efficiency does not mediate the effects of visionary leadership or digital governance on employee performance. However, it significantly mediates the effect of digital competence on employee performance. In conclusion, digital competence and work efficiency are essential factors in improving employee performance. However, visionary leadership and digital governance require further strategic refinement to produce significant impacts. These results highlight the importance of enhancing digital competence and optimizing work efficiency to support the performance of village government employees.
Pengaruh Employe Engagement, Kepuasan Kerja, Stres Kerja serta Pengembangan Karir terhadap Turnover Intention pada Kepth Coffee Surabaya Sipayung, Natalia Yustisia; Dewa Ketut Raka Ardiana; Sri Budi K; Endah Budiarti
Jurnal Nirta : Inovasi Multidisiplin Vol 4 No 2 (2025): Jurnal Nirta : Studi Inovasi
Publisher : Nirta Learning Centre

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61412/jnsi.v4i2.143

Abstract

Abstract. This study aims to prove and analyze the Influence of Employee Engagement, Job Satisfaction, Job Stress and Career Development on Turnover Intention on Kepth Coffee Surabaya Employees partially and simultaneously. The population in this study were 30 respondents or all employees of Kepth Coffee Surabaya. Data were collected through a questionnaire with a Likert scale as a measurement instrument. Data analysis techniques were carried out by validity testing, reliability testing, classical assumption testing, multiple linear regression testing, and T-test (partial) and F-test (simultaneous) to reveal the influence of Employee Engagement, Job Satisfaction, Job Stress and Career Development on Turnover Intention. Data analysis in this study used SPSS version 26. The results showed that all indicators of this study were valid and reliable. The results of this study indicate that only Job Stress (X3) has a significant influence on the Turnover Intention variable (Y). Other variables, namely Employee Engagement (X1), Job Satisfaction (X2), and Career Development (X4), did not show a significant influence partially on the Turnover Intention variable (Y) on Kepth Coffee Surabaya Employees. The results of the R² Test show that the influence of the independent variable on the dependent variable is 73.1% while the remaining 26.9% is influenced by other variables not explained in this study. Based on these findings, the limited number of respondents in this study was caused by access and time constraints, so it is recommended in further research to expand the reach, utilize digital platforms, or collaborate with related parties in order to obtain more representative data. Keywords : Employee Engagement, Job Satisfaction, Job Stress, Career Development, Turnover Intention
Co-Authors Abiantoro, Bayu Amiartuti Kusmaningtyas Andriyan Fahmi Majid, Andriyan Fahmi Majid Apryla Ayu Yega Putriani Ariyanta Dany Widyatna Astrie Deny Wulandari Auliya Ika Pratiwi Cakra Ragatra Putra Devina Aurelia Dina Novita Diva Amalia Putri Dwi Aji Pangestu Endah Budiarti Evi Farikha Zuhanna Farhanindya, Hikmah Husniyah Herman Yosef Arisutama Atom I Made Suparta I Made Suparta Ida Aju Brahmasari Ida Aju Brahmasari Jefri Putri Nugraha KARIMAH, NURUL Khamaidi Khamaidi Lebrina Lorince Tangpen M. Ridhoni Arifin M.Sihab Ridwan Mahendra Wisnu Wicaksono Mohammad Sihab Ridwan Muhamad Ahsan Murgianto Murgianto Nina Kusumiartono Nitte, Eka Putri Olivia Winda Ony Panjaitan Pradana, Bagus Cahyo Shah Adhi Pramana, Agus Pawitra Widya Pratama, Alvin Setya Riyadi Nugroho Saviola, Marzoochi Achmad Shientha Noer Iswibiarka Wibowo Sipayung, Natalia Yustisia Siti Mujanah Sri Budi K Sumiati Sumiati Sumiati Sumiati Swandana, Heri Syah Putra, Rizky Daniar Tika Wahyunanti Tri Andjarwati Tri Andjarwati Tri Andjarwati, Tri Tri Andjarwati, Tri Andjarwati Wijaya, Nurhayat Rokhmat Wilfy Rula Aisyah Fisabililla Shahadat