Articles
<![CDATA[DETERMINASI KOMUNIKASI DAN KEPEMIMPINAN TERHADAP KINERJA PEGAWAI ]]>
<![CDATA[I Komang Sudarsana]]>;
<![CDATA[I Nengah Aristana]]>;
<![CDATA[Yulius Geras]]>
<![CDATA[ Journal Research of Management Vol. 2 No. 2 (2021): Journal Research of Management (JARMA) ]]>
Publisher : <![CDATA[Universitas Triatma Mulya ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (544.377 KB)
|
DOI: 10.51713/jarma.v2i2.49
<![CDATA[The purpose of this research: (1) to determine the effect of communication (X1) on employee performance (Y) in the Department of Public Works and Spatial Planning in Southwest Sumba Regency, (2) to determine the effect of leadership (X2) on employee performance (Y) in the Department of Public Works and Spatial Planning of Southwest Sumba Regency, (3) to find out the independent variables that have a dominant influence on employee performance in the Department of Public Works and Spatial Planning of Southwest Sumba Regency, (4) to determine the magnitude of the influence of communication and leadership on employee performance at the Department of Public Works and Spatial Planning in Southwest Sumba Regency. The population in this study are employees of the Department of Public Works and Spatial Planning in Southwest Sumba Regency, while determining the sample using the Slovin formula so that the samples obtained were as many as 90 people. Data analysis techniques used were quantitative descriptive analysis, validity and reliability tests, classic assumption tests, multiple linear regression analysis, partial tests, and determination analysis. The analysis shows the regression model Y = 1.545 + 0.205X1 + 0.550X2. The conclusion obtained is communication (X1) has a positive and significant effect on employee performance variables (Y) in the Department of Public Works and Spatial Planning in Southwest Sumba Regency, which is indicated by the regression coefficient b1X1 which is positive. Leadership (X2) has a positive and significant effect on employee performance variables (Y) in the Department of Public Works and Spatial Planning in Southwest Sumba Regency, which is indicated by the positive coefficient b2X2 regression coefficient. The independent variable that has a dominant influence on employee performance is the leadership variable (X2) that is 0.550 while the communication variable (X1) is 0.205. The magnitude of the influence of communication and leadership on employee performance at the Department of Public Works and Spatial Planning in Southwest Sumba is 78.2% while the remaining 21.8% is influenced by other variables outside of this study.]]>
<![CDATA[PENGARUH DISIPLIN KERJA DAN KEPUASAN KERJA TERHADAP SEMANGAT KERJA KARYAWAN PADA KANTOR BPK RI PERWAKILAN PROVINSI BALI ]]>
<![CDATA[Ni Luh Gede Ranti Andari]]>;
<![CDATA[I Nengah Aristana]]>
<![CDATA[ Journal Research of Management Vol. 3 No. 1 (2021): Journal Research of Management (JARMA) ]]>
Publisher : <![CDATA[Universitas Triatma Mulya ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (270.649 KB)
|
DOI: 10.51713/jarma.v3i1.64
<![CDATA[This research is motivated by the phenomenon of employee morale that occurs in government agencies BPK RI Representatives of Bali Province. Spirit of work is seen from several factors including; employee work discipline and employee job satisfaction. Every employee in an agency is required to have high work discipline so that employees can provide good service to the community. Job satisfaction or employee dissatisfaction depends on the difference between what is expected. This study aims to analyze and prove the effect of work discipline and job satisfaction on employee morale. This study uses a descriptive method with a quantitative approach. The sample used in this study amounted to 95 employees at the BPK RI Representatives of the Province of Bali. Multiple linear regression analysis using SPSS software version 23. The regression equation obtained: Y = 15.356+ 0.422X1 + 0.209X2 + ɛ. The results of this study indicate that; First, work discipline has a positive and significant effect on employee morale at the BPK RI Representative Office of Bali Province. Second, job satisfaction has a positive and significant effect on employee morale at the BPK RI Representative Office of Bali Province. Third, work discipline has a more dominant influence on employee morale at the BPK RI Representative Office for the Province of Bali and finally work discipline and job satisfaction have an effect of 21.0% on employee morale at the BPK RI Representative Office of Bali Province. Some suggestions that can be conveyed in this research include; give rewards to employees who have a high discipline attitude and punishment for employees who have a low level of discipline, give full support to increase employee job satisfaction in order to support employee morale.]]>
<![CDATA[PENGARUH KOMUNIKASI DAN MOTIVASI TERHADAP KINERJA KARYAWAN DI LEMBAGA PERKREDITAN DESA (LPD) KEROBOKAN ]]>
<![CDATA[I Ketut Suparman]]>;
<![CDATA[I Nengah Aristana]]>;
<![CDATA[I Wayan Arta Artana]]>
<![CDATA[ Journal Research of Management Vol. 3 No. 2 (2022): Journal Research of Management (JARMA) ]]>
Publisher : <![CDATA[Universitas Triatma Mulya ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (297.506 KB)
|
DOI: 10.51713/jarma.v3i2.67
<![CDATA[The purpose of this research was to determine whether communication and motivation have an influence on employee performance. The respondents in this research were 71 employees. The data analysis used is Validity and reliability tests, multiple linear regression analysis, classical assumption evaluation, t-test analysis, and decision analysis. Based on the results of the study, communication is positive and significant influence partially between employee performance at the Kerobokan Village Credit Institution (LPD). Meanwhile, motivation is positive and significant influence partially between employee performance (LPD). Based on the findings, it is recommended that we continue to sustain and enhance contact in order to build positive relationships with leaders and coworkers, and to be able to take ownership of their work for the company's benefit.]]>
<![CDATA[PENGARUH PENDIDIKAN DAN PELATIHAN TERHADAP PRESTASI KERJA KARYAWAN HOTEL SANTIKA PREMIERE BEACH RESORT ]]>
<![CDATA[I Nengah Aristana]]>;
<![CDATA[Dewi Syarifah]]>
<![CDATA[ Jurnal Ilmiah Hospitality Management Vol 3 No 1 (2012) ]]>
Publisher : <![CDATA[Institut Pariwisata dan Bisnis Internasional ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (451.152 KB)
|
DOI: 10.22334/jihm.v3i1.120
<![CDATA[Hotel Santika Premiere Beach Resort provided education and training to all employees to improve their performance. Through education and training, it is expected to able to improve the employees’ performance in terms of their quality of service. To analyze the influence of education and training, an analysis on the effectiveness of education and training needed to be conducted. From the analysis, it was found that the percentage of the employees’ performance was 58,4%. The result indicated that aducation and training had an influence on the performance of the employees.]]>
<![CDATA[Employee Performance Through Improved Teamwork and Training at Lv8 Resort Hotel ]]>
<![CDATA[I Nengah Aristana]]>;
<![CDATA[I Wayan Arta Artana]]>;
<![CDATA[I Wayan Dita Yasa]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6, No 1 (2022): SEPTEMBER, JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.32493/JJSDM.v6i1.19465
<![CDATA[The hotel industry before the COVID-19 pandemic experienced rapid development and growth. This study aims to analyze the effect of teamwork and training on employee performance at Lv8 Resort Hotel and the role of training as a mediator on the effect of teamwork on employee performance. This research was conducted at Lv8 Resort Hotel and data collection using a questionnaire. The research population is all employees who work at Lv8 Resort Hotel. The method of determining the sample using saturated sampling. All data collected using SEM-PLS analysis technique with Smart PLS 3.0. The results of this study indicate that teamwork and training have a positive and significant effect on employee performance, training has a positive and significant effect on employee performance and training acts as a partial mediator of the effect of teamwork on employee performance.]]>
<![CDATA[PERAN STRES KERJA DALAM MEMEDIASI PENGARUH BEBAN KERJA TERHADAP TURNOVER INTENTION KARYAWAN PADA J4 HOTEL LEGIAN BALI ]]>
<![CDATA[Ni Kadek Meita Juliawati]]>;
<![CDATA[I Nengah Aristana]]>;
<![CDATA[Ni Putu Yunik Anggreni]]>
<![CDATA[ Journal Research of Management Vol. 4 No. 1 (2022): Journal Research of Management (JARMA) ]]>
Publisher : <![CDATA[Universitas Triatma Mulya ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.51713/jarma.v3i3.86
<![CDATA[Turnover intention is the emergency of a desire to quit or leave a job. Turnover is one of the problems that arise related to human resources. Generally, employees who do turnover are caused by the distribution of workloads that are not appropriate and evenly distributed. The purpose of this study was to analyze the direct effect of workload and work stress on turnover intention, and examine the mediating role of work stress on the effect of workload on employee turnover intention at J4 Legian Bali Hotels. The population in this study amounted to 45 employees, with saturated sampling method, the type of research is quantitative research with causality associative approach. Data was collected by distributing online questionnaires (google form) and then data was analyzed by SEM-PLS. the results show that there is a positive and significant effect of workload on turnover intention, there is a positive and significant influence of workload on work stress, there is a positive and significant influence of work stress on turnover intention, and work stress partially mediates the effect of workload on turnover intention in J4 Legian Bali Hotels.]]>
<![CDATA[KEPEMIMPINAN TRANSFORMASIONAL DAN PERILAKU KERJA INOVATIF: MODERASI BERBAGI PENGETAHUAN ]]>
<![CDATA[Ni Kadek Cantika Dewi]]>;
<![CDATA[Made Zola'Sela Bolabali]]>;
<![CDATA[I Nengah Aristana]]>
<![CDATA[ Journal of Applied Management and Accounting Science Vol. 4 No. 2 (2023): Journal of Applied Management and Accounting Science (JAMAS) ]]>
Publisher : <![CDATA[Universitas Triatma Mulya ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.51713/jamas.v4i2.89
<![CDATA[Small and medium industries have an essential role in the economic growth of a country. However, this industry is currently facing various challenges due to changes in an increasingly competitive environment. The purpose of this research is to analyze and explain the influence of transformational leadership on innovative work behavior, and to determine the role of knowledge sharing in the relationship between transformational leadership and innovative work behavior. The population of this study was all export-oriented small and medium industries, totaling 42. Then the sample was determined using the Krejcie and Morgan formulation so that the total sample was 38 industries. Research respondents were selected by recruiting five employees from each industry so the number of respondents who contributed was 190 people. The research findings show that transformational leadership and knowledge sharing positively and significantly affect innovative work behavior. However, knowledge sharing does not moderate the influence shown by transformational leadership on innovative work behavior. Key Word: Transformation leadership, innovative work behavior dan small medium industry]]>
<![CDATA[STRATEGI PENGEMBANGAN MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN EFEKTIVITAS KERJA KARYAWAN PADA CV. KORI DEWATA KARYA TABANAN ]]>
<![CDATA[Ni Putu Ayu Daniswari]]>;
<![CDATA[I Nengah Aristana]]>
<![CDATA[ Journal Research of Management Vol. 4 No. 2 (2023): Journal Research of Management (JARMA) ]]>
Publisher : <![CDATA[Universitas Triatma Mulya ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.51713/jarma.v4i2.103
<![CDATA[In general, the effectiveness of employees' work can be increased through several strategies. There are several strategies in increasing the effectiveness of employee work used as follows: HR recruitment strategy CV. Kori Dewata Karya is in accordance with the required field, a workforce placement strategy in accordance with the skills and abilities of the employees, performance improvement by developing employee potential through the training process. This study aims to determine and analyze the Human Resource Management Development Strategy in Improving Employee Work Effectiveness at CV. Kori Dewata Karya. The type of research used is descriptive qualitative. Data collection techniques using observation techniques, interviews, and literature study. Based on the results of interviews that have been analyzed using the SWOT analysis method so that it can be described the Human Resource Management Development Strategy used by CV. Kori Dewata Karya. SWOT analysis is the identification of various factors systematically to formulate corporate strategy. From the results of the analysis obtained a growth strategy or growth oriented strategy, this strategy indicates a strong company condition and is able to continue to grow by taking the opportunities and opportunities that exist to achieve maximum goals. The results of the SWOT analysis are illustrated using a SWOT analysis diagram showing the HR Management Development Strategy is in quadrant I, where the total weighted score for strengths and weaknesses is 2.94 while the total weighted score for opportunities and threats is 2.70. In this position CV. Kori Dewata Karya has strengths and opportunities so the strategy that must be applied is to support aggressive growth or optimize progressive opportunities.]]>
<![CDATA[KOMPETENSI SUMBER DAYA MANUSIA KOPERASI DI KECAMATAN KLUNGKUNG ]]>
<![CDATA[Nengah Aristana]]>;
<![CDATA[Wayan Arta Artana]]>
<![CDATA[ Forum Manajemen Vol 13 No 1 (2015): Jurnal STIMI Vol. 13 No. 1 - 2015 ]]>
Publisher : <![CDATA[STIMI Handayani Denpasar ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.61938/fm.v13i1.98
<![CDATA[Bali today is experiencing a growth in the number of cooperatives, butthe growth of the cooperativeis not followed by the quality ofthe cooperative it self.Particularly in Klungkung cooperatives is still having problems in the field of humanresources cooperatives, which are owned by the board still does not have sufficientcompetence because of the lack of understanding of competence in accordance withthe needs of existing cooperatives. Therefore, this research intends toformulate thefactors thatinfluence cooperative human resource competencies that will be able tobe used as the basis in finding or developing its human resources. In the extraction of the factors thatmade the overall show variables can explain the variety ofform factors. After that is the determination of the number offactors, which deserve to becalled whenthe factor has a value of more than 1 can be computed as a factor, sothat only four factors were formed. Form factor given the name 1) Mastery of work,2) Self-awareness, 3) Personal capability and 4) Individual excellence. Assessmentsfactorsindicate that the model has an accuracy of 61% on the error rate or alphaof 5%.]]>
<![CDATA[The Effect of Workload on Turnover Intention among Health Workers, with Burnout as a Mediator and Work Stress as a Moderator ]]>
<![CDATA[I Nengah Aristana]]>;
<![CDATA[I Wayan Edi Arsawan]]>;
<![CDATA[I Gede Rihayana]]>
<![CDATA[ Jurnal Organisasi dan Manajemen Vol. 19 No. 2 (2023) ]]>
Publisher : <![CDATA[LPPM Universitas Terbuka ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.33830/jom.v19i2.4264.2023
<![CDATA[Purpose - This study aimed to determine the effect of workload on turnover intention among health workers during the COVID-19 pandemic, with burnout serving as a mediator and work stress as a moderator. Methodology - This qualitative study collected data from health workers in health facilities in the Klungkung Regency using questionnaires. The data obtained were then examined using SmartPLS 3.2.9. Findings - The results showed that workload did not impact turnover intention, with burnout serving as a mediator. Meanwhile, work stress has not been proven to increase the connection between workload and turnover intent. Originality - This study provided a different perspective based on organizational behavior theory, which described the turnover intention mechanism of health workers.]]>
