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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) Journal of Artificial Intelligence and Digital Business 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 Electrical & Electronics Engineering 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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The Effect of Lean Manufacturing Practices and Knowledge Sharing on Defect Reduction Performance Among Production Workers at a Bicycle Factory, with a Culture of Continuous Improvement as a Mediating Variable Ariyanta Dany Widyatna; Mahendra Wisnu Wicaksono; I Made Suparta; I Dewa Ketut Raka Ardiana
Journal of Economics and Business UBS Vol. 15 No. 3 (2026): Journal of Economics and Business UBS
Publisher : Cv. Syntax Corporation Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52644/0kw39r40

Abstract

This study aims to analyze the effect of Lean Manufacturing Practices and Knowledge Sharing on Defect Reduction Performance in bicycle factory production employees with Continuous Improvement Culture as a mediating variable. This study uses a quantitative approach with an associative research type. The research sample amounted to 290 production employees determined based on the number of indicators multiplied by 10. Data collection was carried out through a questionnaire with a Likert scale of 1–5. The data were analyzed using the Structural Equation Modeling-Partial Least Squares (SEM-PLS) method. The results showed that Lean Manufacturing Practices had a positive and significant effect on Defect Reduction Performance with a p-value of 0.000. Knowledge Sharing did not have a significant effect on Defect Reduction Performance with a p-value of 0.572. Lean Manufacturing Practices have a positive and significant effect on Continuous Improvement Culture with a p-value of 0.000. Knowledge Sharing also had a positive and significant effect on Continuous Improvement Culture with a p-value of 0.000. Continuous Improvement Culture has a positive and significant effect on Defect Reduction Performance with a p-value of 0.012. The mediation results show that Continuous Improvement Culture mediates the influence of Lean Manufacturing Practices and Knowledge Sharing on Defect Reduction Performance with a p-value of 0.022 each. This finding indicates that defect reduction is more effective when lean practices and knowledge sharing are supported by a culture of continuous improvement.
The Effect of Work-Life Balance and Workload on Employee Performance through Work Engagement Lebrina Lorince Tangpen; Apryla Ayu Yega Putriani; I Made Suparta; I Dewa Ketut Raka Ardiana
Indonesian Journal Economic Review (IJER) Vol. 6 No. 2 (2026): June
Publisher : Divisi Riset, Lembaga Mitra Solusi Teknologi Informasi (L-MSTI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59431/ijer.v6i2.836

Abstract

Human resources play a strategic role in determining organizational success, particularly in maintaining employee performance amid increasing job demands and business competition. This study aims to analyze the effect of work-life balance and workload on employee performance through work engagement as a mediating variable at PT Panca Mitra Multiperdana Tbk, Surabaya. This study uses a quantitative approach with an explanatory causal research design. Data were collected from 100 employees selected through purposive sampling and analyzed using Structural Equation Modeling with Partial Least Squares (SEM-PLS). The results show that work-life balance and workload have a positive and significant effect on work engagement. Work engagement also has a positive and significant effect on employee performance. However, work-life balance and workload do not have a significant direct effect on employee performance. In addition, work engagement fully mediates the relationship between work-life balance and employee performance, as well as the relationship between workload and employee performance. The coefficient of determination (R²) indicates that the research model explains 77.1% of the variation in employee performance, which reflects strong predictive ability. The findings show that employee performance is more strongly influenced by work engagement than by work-life balance and workload directly. Therefore, organizations need to prioritize strategies that enhance work engagement by creating a proper work-life balance and managing workload effectively to improve employee performance.
Reconstructing Employee Loyalty in the Era of Silent Resignation at Remote-Based Workplaces I Dewa Ketut Raka Ardiana; Muhamad Ahsan; Olivia Winda Ony Panjaitan; Jefri Putri Nugraha
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 4 (2026): JIMKES Edisi Juli 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i4.4652

Abstract

This study aims to reconstruct the concept of employee loyalty in remote work settings by examining the dynamics of silent resignation, where employees withdraw emotional and psychological engagement without formally resigning. A phenomenological qualitative study was conducted through semi-structured interviews with 25 remote employees and HR practitioners in Indonesia, analyzed using open, axial, and selective coding to explore emerging dimensions of employee loyalty in a post-pandemic digital work context. The findings reveal a shift in the meaning of loyalty from contractual to relational, characterized by dimensions such as organizational trust, work flexibility, meaningful work, and the alignment between personal and organizational values. Traditional control-based HR management strategies are increasingly ineffective and must be replaced with approaches centered on trust, transparency, and autonomy. The study concludes that employee loyalty in the remote work era can no longer be assessed using conventional indicators such as tenure or structural compliance; instead, it is shaped by interpersonal relationship quality, digital work experiences, and the intrinsic value provided by the organization. This research contributes to expanding the conceptual understanding of employee loyalty in digitally decentralized organizations and provides a foundation for developing more adaptive HRM strategies for employee engagement and retention in the post-normal era.
Pengaruh Ethical Leadership,Motivasi Kerja, dan Work Engagement terhadap Kinerja Karyawan pada PT Wijaya Pratama Nusantara Surabaya Romel Juan Sebastian Karouw; I Dewa Ketut Raka Ardiana
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 5 No. 2 (2026): Mei-Juli
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v5i2.12744

Abstract

Penelitian ini bertujuan untuk menganalisis dan menentukan pengaruh Kepemimpinan Etis, Motivasi Kerja, dan Keterlibatan Kerja terhadap kinerja karyawan di PT Wijaya Pratama Nusantara di Surabaya. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei menggunakan kuesioner yang dibagikan kepada karyawan. Populasi penelitian terdiri dari seluruh karyawan departemen pergudangan, dengan total sampel sebanyak 75 responden yang dipilih melalui teknik Simple Random Sampling. Teknik analisis data meliputi uji validitas dan reliabilitas, uji asumsi klasik, dan analisis regresi linier berganda menggunakan uji t (parsial) dan uji F (simultan) dengan perangkat lunak SPSS. Hasil penelitian menunjukkan bahwa seluruh instrumen penelitian valid, reliabel, dan memenuhi persyaratan uji asumsi klasik. Berdasarkan hasil uji t parsial, dapat disimpulkan bahwa: (1) Kepemimpinan Etis memiliki pengaruh positif dan signifikan terhadap kinerja karyawan; (2) Motivasi kerja tidak memiliki pengaruh signifikan terhadap kinerja karyawan; dan (3) Keterlibatan Kerja memiliki pengaruh positif dan signifikan terhadap kinerja karyawan. Lebih lanjut, hasil uji F simultan menunjukkan bahwa Kepemimpinan Etis, Motivasi Kerja, dan Keterlibatan Kerja secara simultan memiliki pengaruh signifikan terhadap Kinerja Karyawan di PT Wijaya Pratama Nusantara di Surabaya. Implikasi teoritis dari penelitian ini memperkuat literatur manajemen sumber daya manusia mengenai hubungan antara kepemimpinan etis dan keterlibatan kerja dalam mengoptimalkan kinerja individu. Secara praktis, perusahaan sangat disarankan untuk terus memperkuat penerapan kepemimpinan etis, menjaga lingkungan kerja yang mendukung dan mendorong keterlibatan karyawan, serta mengevaluasi secara menyeluruh sistem motivasi kerja yang ada agar dapat berkontribusi lebih efektif dalam meningkatkan kinerja karyawan yang berkelanjutan.
Pengaruh Komitmen Organisasional, Kompensasi, dan Lingkungan Kerja Terhadap Turnover Intention Karyawan Pada PT Sinergitas Indonesia Muda Surabaya Krisnando Surya Wardana; I Dewa Ketut Raka Ardiana
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 5 No. 2 (2026): Mei-Juli
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v5i2.12745

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh Komitmen Organisasi, Kompensasi, dan Lingkungan Kerja terhadap Turnover Intention karyawan pada PT Sinergitas Indonesia Muda Surabaya. Penelitian menggunakan pendekatan kuantitatif dengan metode analisis regresi linier berganda. Data diperoleh melalui penyebaran kuesioner kepada 110 responden yang merupakan karyawan PT Sinergitas Indonesia Muda Surabaya. Teknik pengambilan sampel yang digunakan adalah non-probability sampling dengan metode purposive sampling. Analisis data dilakukan menggunakan bantuan perangkat lunak SPSS untuk menguji validitas, reliabilitas, asumsi klasik, serta pengujian hipotesis melalui uji t, uji F, dan koefisien determinasi. Hasil penelitian menunjukkan bahwa Komitmen Organisasi tidak berpengaruh signifikan terhadap Turnover Intention karyawan. Sebaliknya, Kompensasi berpengaruh negatif dan signifikan terhadap Turnover Intention, yang berarti semakin baik kompensasi yang diterima karyawan maka semakin rendah keinginan mereka untuk meninggalkan perusahaan. Sementara itu, Lingkungan Kerja tidak berpengaruh signifikan terhadap Turnover Intention. Temuan penelitian ini menunjukkan bahwa kompensasi merupakan faktor yang paling dominan dalam memengaruhi Turnover Intention dibandingkan variabel lainnya. Oleh karena itu, perusahaan disarankan untuk terus meningkatkan sistem kompensasi yang adil, kompetitif, dan sesuai dengan kontribusi karyawan. Selain itu, perusahaan juga perlu tetap memperhatikan aspek komitmen organisasi dan lingkungan kerja sebagai upaya menciptakan kondisi kerja yang kondusif, meningkatkan loyalitas karyawan, serta menjaga stabilitas sumber daya manusia sehingga tingkat Turnover Intention dapat diminimalkan.
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 Krisnando Surya Wardana 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 Romel Juan Sebastian Karouw 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