Article Per Year (5 Year)
p-Index From 2021 - 2026
0.444
P-Index
This Author published in this journals
All Journal Forum Manajemen Sinergi International Journal of Management and Business
Ni Ketut Karwini
Sekolah Tinggi Ilmu Manajemen Indonesia Handayani
Economics, Econometrics & Finance Social Sciences

Published : 3 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 3 Documents
Search

 1 
PENGARUH SELF ESTEEM, SELF EFFICACY DAN KETERLIBATAN KERJA TERHADAP KINERJA KARYAWAN PADA PT. DWI FAJAR SEMESTA DENPASAR Sapta Rini Widyawati; Ni Ketut Karwini
Forum Manajemen STIMI Handayani Denpasar Vol 16 No 2 (2018): Jurnal STIMI Vol. 16 No. 2 - 2018
Publisher : Forum Manajemen STIMI Handayani Denpasar

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This study aims to analyze the influence of self efficacy, self esteem andjob involvement on employee performance at PT. Dwi Fajar Semesta Denpasar. Thestudy was conducted in 2017, with data collection techniques through interviews andquestionnaires. Number of respondents 58 employees. The research method used isdescriptive quantitative. The analysis technique used is multiple linear regression,determination analysis and t test with SPSS Version 23 for Windows application. Theresults showed that self esteem, self efficacy and job involvement have a positive andsignificant impact on employee performance at PT. Dwi Fajar Semesta Denpasar.
PENGARUH SELF ESTEEM, SELF EFFICACY DAN KETERLIBATAN KERJA TERHADAP KINERJA KARYAWAN PADA PT. DWI FAJAR SEMESTA DENPASAR: PENGARUH SELF ESTEEM, SELF EFFICACY DAN KETERLIBATAN KERJA TERHADAP KINERJA KARYAWAN PADA PT. DWI FAJAR SEMESTA DENPASAR Sapta Rini Widyawati; Ni Ketut Karwini
Forum Manajemen Vol 16 No 2 (2018): Jurnal STIMI Vol. 16 No. 2 - 2018
Publisher : STIMI Handayani Denpasar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61938/fm.v16i2.265

Abstract

This study aims to analyze the influence of self efficacy, self esteem andjob involvement on employee performance at PT. Dwi Fajar Semesta Denpasar. Thestudy was conducted in 2017, with data collection techniques through interviews andquestionnaires. Number of respondents 58 employees. The research method used isdescriptive quantitative. The analysis technique used is multiple linear regression,determination analysis and t test with SPSS Version 23 for Windows application. Theresults showed that self esteem, self efficacy and job involvement have a positive andsignificant impact on employee performance at PT. Dwi Fajar Semesta Denpasar.
Employee Management Architecture; The Role of AI-driven HRM in Modern Organization A Comprehensive Analysis Ni Kadek Suryani; Ni Ketut Karwini; Ni Wayan Ana Rahita Handayani
Sinergi International Journal of Management and Business Vol. 4 No. 2 (2026): May 2025
Publisher : Yayasan Sinergi Kawula Muda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61194/ijmb.v4i2.988

Abstract

This Systematic Literature Review investigates the role of AI-based Human Resource Management (HRM) in modern organizations, addressing two primary research gaps: the over-emphasis on technical mechanics at the expense of human-organizational factors, and the limited attention to how organizational context—such as size and culture—moderates AI success. Using a structured documentary study method, a systematic search was conducted across academic databases (Google Scholar, Scopus, Web of Science) for the 2020–2024 period, identifying relevant peer-reviewed studies through targeted keywords like "AI-based HRM" and "Employee Management Architecture". A thematic synthesis revealed a consistent "objective-outcome gap," where AI optimizes efficiency but often fails to achieve desired results due to suboptimal system design and workforce resistance. Distinctive findings highlight a critical trade-off: AI-driven automation enhances selection quality while potentially undermining employee originality and creativity. Consequently, this study proposes a practical framework—The Integrated Employee Management Architecture—comprising four dimensions: Data Governance, Bias Auditing, Change Management, and HR Digital Competency. This framework offers a prioritized roadmap for organizations to leverage AI for competitive advantage while addressing job insecurity and ethical risks.
Co-Authors Ida Ayu Komang Juniasih Ida Bagus Radendra Suastama Laswitarni, Ni Ketut Ni Kadek Suryani Ni Wayan Ana Rahita Handayani Sapta Rini Widyawati Wayan Arya Paramarta