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All Journal Jurnal Bisnis dan Kewirausahaan Ganec Swara
I Wayan Siwantara
Politeknik Negeri Bali
Economics, Econometrics & Finance

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Penerapan Green Human Resource Management (GHRM) Dalam Menciptakan Inovasi Produk Dan Proses pada Industri Kecil Menengah Kopi di Indonesia I Ketut Pasek; Ni Putu Maha Lina; I Wayan Siwantara; Ni Wayan Sumetri; I Wayan Sukarta
Jurnal Bisnis dan Kewirausahaan Vol. 18 No. 3 (2022): JBK-Jurnal Bisnis dan Kewirausahaan
Publisher : Unit Publikasi Ilmiah, P3M, Politeknik Negeri Bali

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31940/jbk.v18i3.271-282

Abstract

The study aims at analyzing the direct and indirect effects of green human resources management, innovative work behaviour, knowledge inertia, and innovation of the coffee small medium entreprises (SMEs) in Bali. This study was conducted based on gaps in previous studies, namely: First, the limitations of research that discusses the study of process innovation compared to research that discusses product innovation. Second, the lack of studies that can enrich the implementation of GHRM at the micro level. Third, the lack of studies that can identify the factors forming a more comprehensive model of process innovation. Respondents were 284 Coffee SMEs in Bali. Data were collected by using quetionnaire. Path analysis is used in the Structural Equation Modeling (SEM) equation with the help of SmartPLS. The results showed that: 1) Green human resources management has a possitive effect on innovation, 2) Green human resources management has a possitive effect on innovative work behavior, 3) innovative work behavior has a positive effect on innovation, 4) Innovative work behavior partially mediates the relationship between GHRM and innovation, 5) Knowledge inertia has no significant effect in moderating green human resource management (GHRM) to innovative work behavior.
ANALISIS BEBAN KERJA SERTA PENGARUHNYA TERHADAP KEPUASAN KERJA DAN TURNOVER INTENTION PADA GENERASI Z DI KOTA DENPASAR: Analysis of Workload and Its Effect On Job Satisfaction and Turnover Intention Among Generation Z in Denpasar City Ni Putu Maydina Putri Sinta Utami; I Wayan Siwantara; I Putu Yoga Laksana
Ganec Swara Vol. 19 No. 3 (2025): September 2025
Publisher : Yayasan Al-Amin Qalbu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59896/gara.v19i3.349

Abstract

Human resources (HR) are essential assets for the sustainability of a company. Particularly for the younger workforce, such as Generation Z, proper HR management is crucial to maintain work stability and efficiency. This study aims to analyze the effect of workload on job satisfaction and turnover intention, as well as the mediating role of job satisfaction among Generation Z in Denpasar City. This research is a descriptive quantitative study using the Partial Least Squares Structural Equation Modeling (PLS-SEM) approach. The sample consisted of 224 respondents categorized as productive-age Generation Z. The results show that workload has a negative and significant effect on job satisfaction, and a positive and significant effect on turnover intention. Job satisfaction also has a negative and significant effect on turnover intention. Moreover, job satisfaction is proven to mediate the effect of workload on turnover intention significantly, although the mediating effect is considered weak (VAF = 17.6%). This study highlights that proper workload management can reduce employees’ intention to leave, particularly by improving their job satisfaction.
ANALISIS PERCEIVED ORGANIZATIONAL SUPPORT DAN CAREER GROWTH TERHADAP TURNOVER INTENTION DI PT. MOLADIN FINANCE JAKARTA: Analysis of Perceived Organizational Support and Carreer Development on Intention to Resign at PT. Moladin Finance Jakarta Belinda Triana Romaito Situmorang; I Wayan Siwantara; I Putu Yoga Laksana
Ganec Swara Vol. 19 No. 3 (2025): September 2025
Publisher : Yayasan Al-Amin Qalbu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59896/gara.v19i3.352

Abstract

The desire of employees to leave the company or turnover intention is a major challenge in human resource management. High turnover intention within an organization can negatively impact the company's stability and productivity. This study targets to inspect the effect of perceived organizational support and career growth on turnover intention among employees of PT. Moladin Finance in Jakarta, using a probability sampling method, namely simple random sampling. In this study, the total sample used was 97 employees. To analyze the data, this study applied the classical assumption test technique, correlation test, multiple linear regression analysis, coefficient of determination, as well as t-test and f-test, assisted by the SPSS program. The results revealed that perceived organizational support at PT. Moladin Finance Jakarta has a significant negative effect on employee turnover intention, as observed from the results of the t-test with a significance value of 0.001. Conversely, career growth also possesses a negative and significant effect on employee turnover intention, with the results of the t-test showing the same significance value of 0.001. Perceived organizational support and career growth showed a simultaneous influence, as observed in the coefficient of determination (R²) of 0.363, or 36.3%. This finding suggests that the higher employees' perceptions of organizational support and career development opportunities, the lower their intention to leave the company.
Analisis Stres Kerja dan Employee Engagement Terhadap Kinerja Karyawan Departemen Food and Beverage Samabe: Analysis Of Job Stress and Employee Engagement On The Performance Of Food and Beverage Department Employees at Samabe Ni Luh Made Sri Marlina; I Wayan Siwantara; Ni Luh Made Wijayati
Ganec Swara Vol. 20 No. 3 (2026): September 2026
Publisher : Yayasan Al-Amin Qalbu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59896/gara.v20i3.751

Abstract

The hospitality industry is required to maintain service quality through optimal employee performance. The Food and Beverage Department is one of the departments with a high work intensity due to its direct interaction with guests, making employees more susceptible to job stress. On the other hand, a high level of employee engagement is essential to enhance work motivation and support optimal employee performance. This study aims to analyze the effect of job stress and employee engagement on employee performance in the Food and Beverage Department at Samabe Bali Suites & Villas. This study employed a quantitative approach with a sample of 96 employees selected using the stratified random sampling technique. Data were collected through questionnaires and analyzed using multiple linear regression analysis with the assistance of SPSS software. The results indicate that job stress and employee engagement have a positive and significant effect on employee performance, both partially and simultaneously. The simultaneous test produced an F-value of 152.576 with a significance level of 0.000, while the Adjusted R Square value of 0.766 indicates that both independent variables explain 76.6% of the variance in employee performance. These findings highlight the importance of effectively managing job stress and enhancing employee engagement to improve employee performance and service quality.
Co-Authors Belinda Triana Romaito Situmorang I Ketut Pasek I Putu Yoga Laksana I Wayan Sukarta Ni Luh Made Sri Marlina Ni Luh Made Wijayati Ni Putu Maha Lina Ni Putu Maydina Putri Sinta Utami Ni Wayan Sumetri