Article Per Year (5 Year)
p-Index From 2021 - 2026
0.947
P-Index
This Author published in this journals
All Journal JAM : Jurnal Aplikasi Manajemen Jurnal Bisnis Terapan Jurnal Ilmiah Satyagraha Mutiara : Jurnal Ilmiah Multidisiplin Indonesia
Ni Made Yudhaningsih
Unknown Affiliation
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Social Sciences Other

Published : 6 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 6 Documents
Search

 1 
PENGARUHCAREER DEVELOPMENT DAN WORK-LIFE BALANCE DIMEDIASI OLEH EMPLOYEEENGAGEMENT TERHADAP TURNOVER INTENTION Ni Nyoman Dwi Ari Candra Ningsih; Ni Made Yudhaningsih; I Made Anom Arya Pering
Jurnal Bisnis Terapan Vol. 6 No. 2 (2022): Jurnal Bisnis Terapan
Publisher : Politeknik Ubaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24123/jbt.v6i2.5131

Abstract

Abstract Human Resources (HR) is the main element of the organization. Developing yourself and providing a balanced work life can minimize the rate of employee turnover or termination (turnover intention). This study has the urgency of the turnover rate at PT. Bank Rakyat Indonesia (Persero) Tbk. Denpasar Gajah Mada Branch Office which will increase by 7 people in 2021 and its relationship with career development and work life balance. The researcher aims to determine the effect of career development and work-life balance mediated by employee engagement on turnover intention. Hypothesis Testing using Hypothesis Testing (F-test) in the ANOVA Model and Hypothesis Testing (T-test) in the Coefficients Model with quantitative data with a sample of 80 people from a population of 393 based on the Slovin Model with the instrument in the form of a questionnaire. The results obtained are F_calculated career development, work life balance and employee engagement 1,203 and Sig. 0.315 > 0.050, it can be stated that career development has "not significant" effect on turnover intention, work-life balance has "not significant" effect on turnover intention, career development has "positive and significant" effect on employee engagement, work-life balance has "positive and significant" effect on employee engagement, career development and work life balance mediated by employee engagement have "not significant" effect on employee engagement, but have a positive and significant effect on turnover intention.So it is important for the company to provide opportunities for every employee to improve their career path but still pay attention to work balance.
Peran Budaya Organisasi dan Disiplin Kerja dengan Mediasi Motivasi Kerja terhadap Kinerja Pegawai di Badan Kesatuan Bangsa dan Politik Kota Denpasar Ni Kadek Lisnayanti; Ni Made Yudhaningsih; Ni Luh Indiani
Mutiara: Jurnal Ilmiah Multidisiplin Indonesia Vol. 3 No. 3 (2025): JIMI - JULI
Publisher : PT. PENERBIT TIGA MUTIARA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61404/mutiara.v3i3.421

Abstract

This study is motivated by the importance of understanding the factors that influence employee performance within governmental organizations, particularly in the National Unity and Political Agency (Bakesbangpol) of Denpasar City. The primary objective of this research is to analyze the effects of organizational culture and work discipline on employee performance, while also examining the mediating role of work motivation. Employing a quantitative approach and path analysis method, the study involved all employees of Bakesbangpol Denpasar using a saturated sampling technique. The findings reveal that organizational culture does not have a significant direct effect on employee performance, whereas work discipline exerts a positive and significant influence. Work motivation emerges as a crucial factor affecting performance, with a path coefficient of β = 0.440 and a significance value of 0.000. Although organizational culture significantly influences work motivation, it does not directly impact performance. In contrast, work discipline does not significantly affect motivation. Notably, work motivation significantly mediates the relationship between organizational culture and employee performance, but not the relationship between work discipline and performance. These findings underscore the pivotal role of work motivation as a mediating variable that enhances the impact of organizational culture on performance improvement. With an R value of 0.695 and an Adjusted R² of 0.683, the model explains 68.3% of the variance in employee performance, with the remaining 31.7% attributed to other factors outside the model. The novelty of this study lies in mapping the structural relationships among organizational culture, work discipline, and motivation as a mediating variable within the context of a local governmental institution an area that has been empirically understudied.
Exploring the Impact of Work-Life Balance and Self-Efficacy on Work Engagement among Female Employees: The Mediating Role of Job Satisfaction Puspitawati, Ni Made Dwi; I Komang Oka Permadi; Djuni Henri Taneo; Ni Made Yudhaningsih; I Dewa Nyoman Usadha
Jurnal Aplikasi Manajemen Vol. 23 No. 2 (2025)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2025.023.2.12

Abstract

Work engagement for female employees in the hotel industry is a critical issue due to the complexity of balancing demanding work schedules with personal life responsibilities. Achieving work-life balance is essential for maintaining job satisfaction and sustaining high levels of engagement. This study aims to analyze the influence of work-life balance and self-efficacy on work engagement, with job satisfaction as a mediating factor, among female employees in the hospitality sector. This study employed a quantitative approach using a cross-sectional survey design. The population consisted of female employees working at Four-Star Hotels in Bali. A purposive sampling technique was applied to select 106 respondents who met the criteria. Data were collected through structured questionnaires and analyzed using Structural Equation Modeling with Partial Least Squares (SEM-PLS). The findings reveal that while work-life balance does not directly influence work engagement, it positively affects job satisfaction. Self-efficacy has a positive impact on both job satisfaction and work engagement. Furthermore, job satisfaction acts as a significant mediator strengthening the relationship between work-life balance, self-efficacy, and work engagement. These results suggest that hotel management should implement policies that promote work-life balance to enhance job satisfaction and foster greater work engagement among female employees.
Pengaruh Persaingan Jam Kerja dan Kebijakan Tarif pada Ojek Online terhadap Tingkat Pendapatan Mitra Driver Goride di Kota Denpasar Marthen Rohi Riwu; Ni Made Yudhaningsih; Putu Budhiyasa
Mutiara: Jurnal Ilmiah Multidisiplin Indonesia Vol. 3 No. 4 (2025): JIMI - OKTOBER
Publisher : PT. PENERBIT TIGA MUTIARA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61404/mutiara.v3i4.439

Abstract

The rapid growth of the online transportation sector in Indonesia has driven a significant transformation in urban mobility systems, including in Denpasar City. One of the impacts of this development is the increasing competition among driver-partners, which directly affects fluctuations in their income. This study aims to empirically analyze the influence of competition level, working hours duration, and fare policies on the income of GoRide partners in Denpasar City. A quantitative approach was used in this research, with the population consisting of all active GoRide driver-partners in the area. The sample was determined using the Slovin formula with a 10% significance level, resulting in 67 randomly selected respondents. Data were collected through the distribution of structured questionnaires and analyzed using multiple linear regression methods to examine the effect of each independent variable on income as the dependent variable. The results show that the competition variable has a significant negative effect on partner income, indicating that the higher the level of competition, the lower the income earned. Conversely, working hours have a positive and significant effect, indicating that increased working duration directly contributes to higher income. Meanwhile, fare policy shows a positive but insignificant effect, meaning that although there is a statistically positive relationship, the effect is not strong enough to significantly impact income. These findings highlight the importance of efficient management of working hours and strategic adaptation to competition levels as efforts to maintain the economic sustainability of driver-partners. In addition, platform providers are advised to periodically review fare policies to ensure they remain aligned with market dynamics and partner needs, in order to maintain a sustainable income balance.
PENGARUH KONFLIK PERAN GANDA DAN STRESS KERJATERHADAP KINERJA PERAWAT(Studi Kasus Pada Perawat RSUP Sanglah Denpasar) Ni Komang Firda Mustiyana Yanti; Ni Made Yudhaningsih
Jurnal Ilmiah Satyagraha Vol. 4 No. 1 (2021): Jurnal Ilmiah Satyagraha
Publisher : Universitas Mahendradatta

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

Abstract

Tujuan pada penelitian ini adalah untuk mengetahui pengaruh konflik peran ganda terhadap kinerja dengan dimoderasi stress kerja pada perawat RSUP Sanglah Denpasar. Teknik pengambilan sampel dalam penelitian ini yakni non-probability sampling dengan Purposive Sampling. Untuk menguji pengaruh moderasi dari stress kerja data dianalisis dengan menggunakan MRA (Moderated Regression Analysis). Hasil analisis data menunjukkan bahwa stress kerja memoderasi hubungan antara peran ganda pada variabel Work-Family Conflict sebesar (-)0,026 dan Family-Work Conlict sebesar (-)0,025 terhadap kinerja perawat. Akhirnya RSUP Sanglah Denpasar diharapkan dapat membuat kebijakan-kebijakan yang dapat memfasilitasi kebutuhan perawat wanita seperti waktu kerja yang fleksibel untuk jenis pekerjaan tertentu, terdapat jadwal kerja alternatif dan kebijakan ijin keluarga
ERANAN KEPUASAN KERJA DALAM MEMEDIASIPENGARUH KOMPENSASI TERHADAP LOYALITASKARYAWAN PADA PT PARAMA ASIASEJAHTERA Putu Dita Saptarini; Ni Made Yudhaningsih
Jurnal Ilmiah Satyagraha Vol. 3 No. 1 (2020): Jurnal Ilmiah Satyagraha
Publisher : Universitas Mahendradatta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47532/tb8rp793

Abstract

 Penelitian ini bertujuan untuk mengetahui peranan kepuasan kerja dalam memediasipengaruh kompensasi terhadap loyalitas karyawan pada PT Parama Asia Sejahtera.Penelitian ini menggunakan metode sampel jenuh dengan jumlah sampel sebanyak 35orang karyawan PT Parama Asia Sejahtera. Teknik analisis yang digunakan adalahanalisis jalur (path analysis) yang disertai dengan uji sobel. Berdasarkan hasil analisisditemukan bahwa kompensasi berpengaruh positif dan signifikan terhadap loyalitaskaryawan, kompensasi berpengaruh positif dan signifikan terhadap kepuasan kerja,kepuasan kerja berpengaruh positif dan signifikan terhadap loyalitas karyawan dankepuasan kerja memediasi pengaruh kompensasi dan loyalitas karyawan pada PTParama Asia Sejahtera. Berdasarkan hasil penelitian, ditemukan pengaruh langsungkompensasi terhadap loyalitas karyawan sebesar 0,465 atau 46,5%, pengaruhkompensasi terhadap kepuasan kerja sebesar 0,869 atau 86,9% dan pengaruh kepuasan kerja terhadap loyalitas karyawan sebesar 0,584 atau 58,4% sedangkan pengaruh tidak langsung kompensasi terhadap loyalitas karyawan melalui kepuasan kerja sebesar 0,507 atau 50,7% lebih besar dari pengaruh langsung kompensasi terhadap loyalitas karyawan sehingga kepuasan kerja mampu memediasi pengaruh kompensasi terhadap loyalitas karyawan pada PT Parama Asia Sejahtera. Dari hasil peneitian tersebut sebaiknya manajemen PT Parama Asia Sejahtera lebih memperhatikan kompensasi yang diberikan kepada karyawan dengan memberikan kompensasi yang lebih layakb dan memberikan jatah cuti kepada karyawan. 
Co-Authors Djuni Henri Taneo I Dewa Nyoman Usadha I Komang Oka Permadi I Made Anom Arya Pering Marthen Rohi Riwu Ni Kadek Lisnayanti Ni Komang Firda Mustiyana Yanti Ni Luh Indiani Ni Made Dwi Puspitawati Ni Nyoman Dwi Ari Candra Ningsih Putu Budhiyasa Putu Dita Saptarini