Articles
<![CDATA[Integration of Employee Willingness and Team Learning: The Relationship Between Ambidextrous Leadership and Employee Creativity ]]>
<![CDATA[Putu Pradiva Putra Salain]]>;
<![CDATA[I Nengah Aristana]]>;
<![CDATA[I Made Aditya Wardana]]>
<![CDATA[ Journal of Economics, Entrepreneurship, Management Business and Accounting Vol 4 No 4 (2026): Volume 4, Issue 4, July 2026 ]]>
Publisher : <![CDATA[CV. Sakura Digital Nusantara ]]>
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DOI: 10.61255/jeemba.v4i4.1396
<![CDATA[Purpose – Employee creativity is a crucial capability required by organizations to maintain competitiveness and adaptability in an increasingly dynamic environment. However, the mechanisms explaining how ambidextrous leadership fosters employee creativity require further study, particularly in community-based financial institutions. This study aims to analyze the role of employee willingness and team learning as mediating variables in the relationship between ambidextrous leadership and employee creativity at Village Credit Institutions (LPD) in Bali. Design/methodology/approach – The research model examined the direct effect of ambidextrous leadership on employee creativity as well as its indirect effects through employee willingness and team learning. The results showed that ambidextrous leadership significantly increased employee willingness and team learning. Furthermore, employee willingness and team learning were shown to enhance employee creativity and act as mediators in the relationship between ambidextrous leadership and employee creativity. These findings indicate that employee creativity is not formed directly through leadership practices but rather develops through employees' willingness to contribute and through collective learning processes within the team Originality/Value – This research contributes to the growing literature on ambidextrous leadership by demonstrating that employee willingness and team learning are important mechanisms linking leadership practices to employee creativity. Practically, the findings suggest that LPD managers should strengthen employee participation and a culture of team learning to enhance organizational creativity and adaptability.]]>
<![CDATA[Self-Efficacy, Work–Family Conflict, And Emotional Intelligence as Predictors of Employee Performance: Evidence From PT. Dwicitra Putra Mandiri ]]>
<![CDATA[I Made Arya Setiawan]]>;
<![CDATA[Putu Pradiva Putra Salain]]>;
<![CDATA[I Nyoman Resa Adhika]]>
<![CDATA[ EMAS: Jurnal Ekonomi, Manajemen dan Bisnis Vol. 7 No. 7 (2026): EMAS: Jurnal Ekonomi, Manajemen dan Bisnis ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Mahasaraswati Denpasar. ]]>
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DOI: 10.36733/emas.v7i7.14517
<![CDATA[The purpose of this study is to determine the extent to which self-efficacy, work-family conflict, and emotional intelligence influence employee performance at PT. Dwicitra Putra Mandiri. This study employs a quantitative approach using a survey method and multiple linear regression analysis, accompanied by the coefficient of determination, t-test, and F-test to examine the relationships between variables. Data was collected through a questionnaire distributed to all employees of PT. Dwicitra Putra Mandiri, with a total sample of 32 respondents selected via saturation sampling. The collected data was analyzed using multiple linear regression to determine the contribution of each independent variable, and the results were validated through t-tests and F-tests to ensure the accuracy of the analysis. The analysis results prove that each independent variable has a significant impact on employee performance. These findings indicate that the higher the self-efficacy, the more controlled the work-family conflict, and the better the emotional intelligence, the greater the improvement in employee performance achieved.]]>
<![CDATA[PENGARUH JOB INSECURITY, KEPUASAN KERJA DAN BEBAN KERJA TERHADAP TURNOVER INTENTION KARYAWAN DI DUPA GITA AROMATIC GIANYAR ]]>
<![CDATA[Dewa Ayu Tri Kumara Ratih]]>;
<![CDATA[Made Ika Prastyadewi]]>;
<![CDATA[Putu Pradiva Putra Salain]]>
<![CDATA[ VALUES Vol. 7 No. 1 (2026): Values ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis UNMAS ]]>
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<![CDATA[Industri dupa memiliki nilai budaya dan spiritual tinggi di Bali serta berperan penting dalam mendukung perekonomian lokal. Namun, Dupa Gita Aromatic Gianyar menghadapi masalah tingginya turnover karyawan yang diduga dipengaruhi oleh job insecurity, rendahnya kepuasan kerja, dan tingginya beban kerja. Oleh karena itu, penelitian ini bertujuan untuk menganalisis pengaruh job insecurity, kepuasan kerja, dan beban kerja terhadap turnover intention karyawan di Dupa Gita Aromatic Gianyar. Populasi dalam penelitian ini adalah seluruh karyawan Dupa Gita Aromatic Gianyar yang berjumlah 80 orang. Penelitian ini menggunakan metode sensus, sehingga seluruh populasi dijadikan sebagai sampel penelitian sebanyak 80 responden. Data dikumpulkan melalui penyebaran kuesioner dengan menggunakan skala Likert bernilai 1 hingga 5. Teknik analisis data yang digunakan dalam penelitian ini adalah analisis regresi linier berganda. Hasil penelitian menunjukkan: (1) Job insecurity berpengaruh positif dan signifikan terhadap turnover intention pada karyawan Dupa Gita Aromatic Gianyar. (2) Kepuasan kerja berpengaruh negatif dan signifikan terhadap turnover intention pada karyawan Dupa Gita Aromatic Gianyar. (3) Beban kerja berpengaruh positif dan signifikan terhadap turnover intention pada karyawan Dupa Gita Aromatic Gianyar.]]>
<![CDATA[PENGARUH SERVANT LEADERSHIP, PUNISHMENT DAN KOMPETENSI TERHADAP KINERJA KARYAWAN PADA UMA CEKING RESTO & SWING DI TEGALLALANG ]]>
<![CDATA[Ni Kadek Oktaviani]]>;
<![CDATA[Putu Pradiva Putra Salain]]>;
<![CDATA[Bagus Nyoman Kusuma Putra]]>
<![CDATA[ VALUES Vol. 7 No. 1 (2026): Values ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis UNMAS ]]>
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<![CDATA[Terdapatnya atensi serta penemuan hal kasus servant leadership, punishment serta kompetensi dalam usaha buat membenarkan serta tingkatkan kinerja karyawan cocok dengan tujuan riset ini buat mengenali pengaruh servant leadership, punishment serta kompetensi terhadap kinerja karyawan pada Uma Ceking Resto & Swing di Tegallalang. Riset ini dicoba pada Uma Ceking Resto & Swing yang berada di Jalur Raya Tegallalang, Kecamatan Ubud, Kabupaten Gianyar. Dalam riset ini yang jadi obyek riset merupakan servant leadership, punishment, kompetensi serta kinerja karyawan pada Uma Ceking Resto & Swing di Tegallalang. Jumlah populasi dalam riset ini merupakan sebesar 82 orang karyawan pada Uma Ceking Resto & Swing di Tegallalang sebaliknya jumlah ilustrasi sebesar 82 orang dengan memakai tata cara sampling jenuh. Pengumpulan informasi dicoba lewat pemantauan, tanya jawab, angket serta riset pemilihan. Analisa informasi memakai regresi linier berganda. Hasil riset membuktikan kalau Servant leadership mempengaruhi positif serta penting terhadap kinerja karyawan pada Uma Ceking Resto & Swing di Tegallalang. Punishment mempengaruhi positif serta penting terhadap kinerja karyawan pada Uma Ceking Resto & Swing di Tegallalang. Kompetensi mempengaruhi positif serta penting terhadap kinerja karyawan pada Uma Ceking Resto & Swing di Tegallalang. Saran- saran yang bisa diserahkan, ialah seharusnya pimpinan lebih mencermati saran- saran dari karyawan, pimpinan lebih bijak dalam membagikan ganjaran serta lekas membagikan ganjaran pada karyawan yang melanggar peraturan dan membagikan pelatihan serta kolokium hal jasa prima pada turis untuk tercapainya tujuan industri.]]>
<![CDATA[Workload, Work Discipline, and Organizational Commitment and Their Effects on Employee Performance: Evidence from PT Bonofactum, Bali ]]>
<![CDATA[Ni Luh Pudak Sari]]>;
<![CDATA[Made Ika Prastyadewi]]>;
<![CDATA[Putu Pradiva Putra Salain]]>
<![CDATA[ EMAS: Jurnal Ekonomi, Manajemen dan Bisnis Vol. 7 No. 3 (2026): EMAS ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Mahasaraswati Denpasar. ]]>
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DOI: 10.36733/emas.v7i3.13795
<![CDATA[Employee performance can be influenced by many factors such as workload, work discipline, and organizational commitment. Problems with employee performance have a significant impact on the sustainability of a company. There are many cases related to employee performance faced by PT. Bonofactum Kerobokan Badung. PT. Bonofactum Kerobokan Badung experiences fluctuations in production target achievement. This study aims to determine the effect of workload, work discipline, and organizational commitment on employee performance. The research method used is quantitative. The population used is PT. Bonofactum employees, and the sample size is 83 people. The results of the study show that workload, work discipline, and organizational commitment each have a negative and significant effect on employee performance. The researcher's suggestion is that PT. Bonofactum should review the number of work targets assigned to employees so that it can set more proportional work target policies that do not cause excessive burdens on employees, give warnings or sanctions to employees who arrive late without acceptable reasons, always appreciating every contribution made by employees to the company so that employees feel valued and motivated to remain committed to the organization, and periodically providing training to improve employees' abilities in meeting their daily/weekly work targets.]]>
<![CDATA[PENGARUH BUDAYA ORGANISASI, PELATIHAN DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN PADA PT. TIRTA INVESTAMA (Dc BALI) ]]>
<![CDATA[Putu Pradiva Putra Salain]]>;
<![CDATA[I Nyoman Resa Adhika]]>;
<![CDATA[I Gede Rihayana]]>
<![CDATA[ Jurnal Ilmiah Satyagraha Vol. 5 No. 2 (2022): Jurnal Ilmiah Satyagraha ]]>
Publisher : <![CDATA[Universitas Mahendradatta ]]>
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<![CDATA[This study aims to determine the effect of organizational culture, training and workdiscipline on employee performance at PT. Tirta Investama (Dc Bali). The dominantphenomenon in this study is employee perception regarding new habits in working during theCOVID-19 pandemic and several other phenomena related to employee performance, namelytraining that has not been maximized and the disciplined attitude of employees at work. Thefocus of the object in this study is organizational culture, training and work discipline onemployee performance with the population used is all employees of PT. Tirta Investama (DcBali). Determination of the sample in this study using the Slovin approach, where the sampleused 83 employees. The technique used is multiple linear regression analysis. The test resultsshow that organizational culture has a positive and significant effect on the performance ofemployees of PT. Tirta Investama (Dc Bali), Training has a positive and significant effect onthe performance of employees of PT. Tirta Investama (Dc Bali) and work discipline have apositive and significant effect on employee performance at PT. Tirta Investama (Dc Bali).]]>
<![CDATA[PENGARUH STRES KERJA, KEPUASAN KERJA, DANLOYALITAS KERJA TERHADAP KINERJA KARYAWANPT. SAMUDERA GEMILANG DENPASAR ]]>
<![CDATA[I Nyoman Resa Adhika]]>;
<![CDATA[I Gede Rihayana]]>;
<![CDATA[Putu Pradiva Putra Salain]]>
<![CDATA[ Jurnal Ilmiah Satyagraha Vol. 4 No. 2 (2021): Jurnal Ilmiah Satyagraha ]]>
Publisher : <![CDATA[Universitas Mahendradatta ]]>
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DOI: 10.47532/h9qh0951
<![CDATA[ Penelitian ini dilakukan untuk menganalisis dan mengetahui pengaruh streskerja, kepuasan kerja dan loyalitas kerja karyawan terhadap kinerja karyawan padaPT. Samudera Gemilang Denpasar. Metode penelitian penelitian ini menggunakanmetode kuantitatif dan kualitatif dengan menggunakan sumber data primer dansekunder. Populasi dalam penelitian ini adalah seluruh karyawan PT. SamuderaGemilang Denpasar sebanyak 110 orang. Sedangkan sampel yang menjadi respondendalam penelitian ini adalah sebanyak 86 orang dari seluruh karyawan pada SamuderaGemilang Denpasar. Hasil penelitaian yang didapat adalah stres kerja berpengaruhnegatif dan signifikan terhadap kinerja karyawan pada Samudera GemilangDenpasar, sedangkan kepuasan kerja dan loyalitas kerja berpengaruh positif dansignifikan terhadap kinerja karyawan pada Samudera Gemilang Denpasar ]]>
<![CDATA[PERAN SELF-EFFICACY DALAM MEMEDIASI PENGARUH PELATIHAN KERJA TERHADAP KINERJA KARYAWAN PADA UKM MANUFAKTUR DI BALI ]]>
<![CDATA[Putu Pradiva Putra Salain]]>;
<![CDATA[I Gede Rihayana]]>;
<![CDATA[I Nengah Suardhika]]>
<![CDATA[ Jurnal Ilmiah Satyagraha Vol. 9 No. 2 (2026): Jurnal Ilmiah Satyagraha ]]>
Publisher : <![CDATA[Universitas Mahendradatta ]]>
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DOI: 10.47532/satyagraha.v9i2.632
<![CDATA[This study aims to analyze the role of self-efficacy in mediating the influence of job training on employee performance in manufacturing SMEs in Denpasar City, Bali. The study used a quantitative approach with a saturated sampling technique on 32 employees. Data were collected through questionnaires and analyzed using Partial Least Square (PLS) with SmartPLS 4.0. The results showed that job training had a positive and significant effect on employee performance and self-efficacy. Self-efficacy was also proven to have a positive and significant effect on employee performance. In addition, self-efficacy was able to mediate the effect of job training on employee performance. These findings indicate that improving the quality of job training can strengthen employee self-confidence and improve their performance. Therefore, manufacturing SMEs need to develop structured and sustainable training programs to support productivity and business competitiveness in the digital era.]]>
<![CDATA[Pengaruh Kepemimpinan Transformasional, Disiplin Kerja, Dan Kepuasan Kerja Terhadap Kinerja Karyawan Di Bintang Penida Resort ]]>
<![CDATA[I Made Aditya Wardana]]>;
<![CDATA[Putu Pradiva Putra Salain]]>
<![CDATA[ Anthronomics: Jurnal Manajemen Sumber Daya Manusia Vol 3 No 1 (2026): Anthronomics: Jurnal Manajemen Sumber Daya Manusia ]]>
Publisher : <![CDATA[Sapta Arga Nusantara ]]>
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<![CDATA[Bintang Penida Resort berkomitmen meningkatkan kinerja karyawan demi kenyamanan tamu. Kinerja menjadi alat ukur yang dapat dipergunakan dalam menilai tingkat kualitas dan juga kuantitas hasil kerja yang selaras dengan standar serta juga tanggung jawab dari para karyawan. Ditemukan adanya permasalahan tingkat absensi karyawan relatif rendah, yaitu 2,8 – 4,41 persen per bulan dalam periode tahun 2024 yang terjadi di Bintang Penida Resort, sehingga menyebabkan adanya masalah terkait kinerja karyawan. Riset ini terlaksana dengan memiliki tujuan mencari kebenaran pengaruh yang diberikan oleh kepemimpinan transformasional, disiplin kerja, dan kepuasan kerja terhadap kinerja karyawan di Bintang Penida Resort. Populasi yang memberikan dukungan temuan ini yakni seluruh karyawan yang terdata bekerja di Bintang Penida Resort dengan didukung oleh sampel sebanyak 40 responden yang ditentukan dengan menerapkan metode bernama non probability dengan teknik purposive sampling. Metode yang digunakan sebagai cara mencari dan juga sekali mengumpulkan data-data yakni melakukan beberapa cara yakni observasi, wawancara dan dokumentasi serta juga menggunakan saranan kuesioner. Teknik analisis data yang digunakan yakni berupa analisis regresi linier berganda dengan didukung oleh bantuan program SPSS dengan versi 25. Hasil penemuan dalam kesempatan ini, maka berhasil memberikan hasil yang menyatakan bahwa kepemimpinan transformasional dengan hasil pengaruhnya terbukti positif dan disertai signifikan terhadap kinerja karyawan, disiplin kerja dengan hasil pengaruhnya terbukti positif dan disertai signifikan terhadap kinerja karyawan, dan untuk kepuasan kerja juga dengan hasil pengaruhnya terbukti positif dan disertai signifikan terhadap kinerja karyawan.]]>
<![CDATA[Internal Marketing as a Basic in Building Job Satisfaction and Service Quality in Non-Star Hotel in Denpasar ]]>
<![CDATA[I Gede Rihayana]]>;
<![CDATA[Putu Pradiva Putra Salain]]>;
<![CDATA[Putu Agus Eka Rismawan]]>
<![CDATA[ International Journal of Applied Business and International Management Vol 6, No 2 (2021): August 2021 ]]>
Publisher : <![CDATA[AIBPM Publisher ]]>
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DOI: 10.32535/ijabim.v6i2.1146
<![CDATA[This study aims to analyze the phenomenon of competition in the field of providing hotel lodging services, where the growing development of tourism causes the growth rate of tourism accommodation such as hotels to also increase. This causes non-star hotels as one of the providers of hospitality services to also improve to face this competition by changing the system they have in order to still have an advantage over their competitors. In this study using respondents as many as 91 people with quantitative analysis and testing the research path test was carried out using the Partial Least Square (Smart PLS) 2.0 analysis tool. Based on the results of the research analysis, it was found that internal marketing had a significant positive effect on job satisfaction, job satisfaction had an insignificant positive effect on service quality, and internal marketing had a significant positive effect on service quality. The implementation of this research is to maintain and improve internal marketing by rewarding work performance, to increase job satisfaction by listening more to the suggestions given by employees, and to maintain and improve service quality by always giving personal/special attention to guests who stay and understand the special needs of staying guests. In addition, the results of this study also create a gap for further research, where the relationship between internal marketing and service quality has no significant positive effect.]]>
