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Melestarikan warisan, menembus pasar digital: pemberdayaan UMKM tas kulit ukir bali dengan pendekatan technopreneurship Mahmud Mahmud; Guruh Taufan Hariyadi; Pradana Jati Kusuma; Gde Bayu Surya Parwita; Made Ika Prastyadewi; I Dewa Made Arik Permana Putra; Laila Munzila
SELAPARANG: Jurnal Pengabdian Masyarakat Berkemajuan Vol 9, No 5 (2025): September
Publisher : Universitas Muhammadiyah Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31764/jpmb.v9i5.33788

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AbstrakKegiatan pengabdian masyarakat ini bertujuan memberdayakan UMKM pengrajin tas kulit ukir WH Bali di Denpasar Barat melalui pelatihan berbasis kebutuhan lokal. Tantangan utama meliputi pemasaran tradisional, minimnya branding, dan kurangnya pemanfaatan teknologi digital. Pelatihan mencakup branding, storytelling produk, fotografi, manajemen keuangan sederhana, dan pemanfaatan marketplace. Hasilnya, pengrajin mampu menciptakan konten visual menarik, memasarkan produk melalui media sosial dan platform e-commerce, serta mengelola keuangan secara terstruktur. Kegiatan ini meningkatkan kapasitas usaha, memperluas jangkauan pasar, dan memperkuat identitas budaya produk. Pendampingan berkelanjutan dan kolaborasi dengan komunitas diperlukan untuk keberlanjutan. Model ini dapat direplikasi untuk UMKM serupa di daerah lain. Kata kunci: UMKM; tas kulit ukir; branding; pemasaran digital; ekonomi kreatif. AbstractThis community service program aims to empower WH Bali, a micro, small, and medium enterprise (MSME) producing carved leather bags in West Denpasar, through needs-based training. Key challenges include traditional marketing, lack of branding, and limited digital technology adoption. The training covers branding, product storytelling, photography, basic financial management, and marketplace utilization. As a result, artisans can create engaging visual content, market products via social media and e-commerce platforms, and manage finances systematically. The program enhances business capacity, expands market reach, and strengthens the cultural identity of products. Continuous mentoring and community collaboration are essential for sustainability. This model can be replicated for similar MSMEs in other regions. Keywords: MSMEs; carved leather bags; branding; digital marketing; creative economy.
The Impact of Transformational Leadership on Employee Performance and Job Satisfaction Gde Bayu Surya Parwita; Hermin Nainggolan; Noorhani Dyani Laksmi; Ilyas
Journal Management & Economics Review (JUMPER) Vol. 3 No. 10. 1 (2026): Special Issue: Call For Paper JUMPER
Publisher : Malaqbi Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/jumper.v3i10. 1.1028

Abstract

This study aims to examine the impact of creativity, market orientation, and competitive strategy on startup performance. In This study aims to examine the impact of transformational leadership on employee performance and job satisfaction, as well as the mediating role of job satisfaction in the relationship between transformational leadership and employee performance. A quantitative research approach with a causal design was employed, and data were collected from 200 employees using a structured questionnaire based on a five-point Likert scale. The data were analyzed using Structural Equation Modeling with the Partial Least Squares (SEM-PLS) method. The results indicate that transformational leadership has a positive and significant effect on employee performance and job satisfaction. Furthermore, job satisfaction is found to have a significant positive effect on employee performance. The mediation analysis reveals that job satisfaction partially mediates the relationship between transformational leadership and employee performance, indicating that transformational leadership enhances performance both directly and indirectly through improving employee satisfaction. These findings highlight the importance of transformational leadership in fostering a supportive work environment that enhances employee attitudes and performance outcomes. The study provides practical implications for organizations to invest in leadership development programs and improve job satisfaction to achieve sustainable organizational performance.
The Impact of Digital Literacy and Communication on Employee Performance via Work Motivation Supriyadi Supriyadi; Ni Made Dwi Puspitawati; Gde Bayu surya Parwita; Agus Wahyudi Salasa gama
Journal of The Community Development in Asia Vol 8, No 3 (2025): September 2025
Publisher : AIBPM Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32535/jcda.v8i3.4100

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Digital transformation demands that organizations strengthen their digital literacy culture and internal communication to enhance workforce performance. This research investigates the impact of digital literacy culture and communication on employee performance, with work motivation serving as a mediating variable. Using a quantitative method, data were collected from 45 employees via a Likert-scale survey. Structural Equation Modeling (SEM) with Partial Least Squares (PLS) version 4.0 was employed for data analysis. Findings reveal that digital literacy culture and communication both have substantial positive effects on workforce performance, with path coefficients of 0.292 and 0.331, respectively. Additionally, work motivation significantly influences performance (? = 0.487) and partially mediates the connections among the independent variables and workforce performance. This study highlights the essential significance of digital literacy culture in improving workforce performance through motivation. The results suggest that fostering digital skills and effective communication can boost motivation, ultimately leading to better performance. Organizations are advised to adopt strategies promoting digital literacy and communication to sustain performance improvements.
OPTIMALISASI TATA KELOLA ADMINISTRASI MELALUI DIGITALISASI ARSIP DAN SISTEM REKAPITULASI ORDER KALIBRASI Gde Bayu Surya Parwita; Made Ayu Anggita Lidyaswari; Ni Made Yuli Kartika Dewi
PROSIDING SEMINAR NASIONAL PENGABDIAN MASYARAKAT (SENEMA) Vol 5 No 1 (2026): PROSIDING SEMINAR NASIONAL PENGABDIAN MASYARAKAT (SENEMA)
Publisher : Universitas Mahasaraswati Denpasar

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Abstract

Kegiatan pengabdian kepada masyarakat ini bertujuan untuk mengoptimalkan tata kelola administrasi dan operasional pada PT Nirmala Karya melalui penerapan digitalisasi sistem. Permasalahan utama yang dihadapi mitra meliputi pengelolaan arsip yang masih manual, sistem rekapitulasi order kalibrasi yang belum terstruktur, serta administrasi keuangan yang belum terdokumentasi secara sistematis. Metode pelaksanaan yang digunakan meliputi observasi, wawancara, perancangan sistem, pelatihan, pendampingan, dan evaluasi. Solusi yang diberikan berupa digitalisasi arsip perusahaan, pembuatan sistem rekapitulasi order kalibrasi berbasis digital, penyusunan sistem pencatatan keuangan sederhana, serta penyusunan panduan kerja administrasi. Selain itu, dilakukan pelatihan dan pendampingan untuk memastikan sistem dapat digunakan secara optimal oleh karyawan. Hasil kegiatan menunjukkan adanya peningkatan efisiensi dan efektivitas kerja, ditandai dengan kemudahan dalam pencarian arsip, meningkatnya ketepatan pencatatan data, serta lebih terstrukturnya pengelolaan administrasi keuangan. Penerapan sistem digital juga mendukung proses monitoring pekerjaan dan pengambilan keputusan yang lebih akurat. Meskipun terdapat kendala dalam proses adaptasi awal terhadap sistem digital, hal tersebut dapat diatasi melalui pendampingan secara bertahap.Dengan demikian, program ini berhasil memberikan solusi terhadap permasalahan administrasi dan operasional serta memberikan manfaat jangka panjang bagi peningkatan kinerja perusahaan.
Remote Work Flexibility, Work-Life Balance, and Organizational Commitment on Employee Retention Gede Satya Wicaksana; Gabriel Amadeus Sitompul; Suhardianto; Gde Bayu Surya Parwita
Journal Management & Economics Review (JUMPER) Vol. 3 No. 10. 1 (2026): Special Issue: Call For Paper JUMPER
Publisher : Malaqbi Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/jumper.v3i10. 1.1087

Abstract

The rapid transformation of the modern workplace, driven by digitalization and the widespread adoption of remote work, has significantly reshaped organizational practices and employee expectations. This study aims to examine the influence of remote work flexibility, work-life balance, and organizational commitment on employee retention. A quantitative research approach was employed using a cross-sectional survey design, with data collected from employees working in remote or hybrid work environments. The sample consisted of 150–250 respondents selected through purposive sampling. Data were analyzed using Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) approach. The results indicate that remote work flexibility has a significant positive effect on employee retention, work-life balance, and organizational commitment. Furthermore, both work-life balance and organizational commitment are found to significantly influence employee retention. The mediation analysis reveals that work-life balance and organizational commitment partially mediate the relationship between remote work flexibility and employee retention. These findings suggest that flexible work arrangements not only directly improve retention but also enhance it indirectly by promoting employee well-being and strengthening emotional attachment to the organization. This study contributes to the growing body of literature on remote work and provides practical implications for organizations seeking to improve employee retention through flexible and supportive work policies.
Green Human Resource Management and Firm Performance: The Role of Green Innovation in Indonesian SMEs Gde Bayu Surya Parwita; Made Ika Prastyadewi
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 3 (2026): JIMKES Edisi Mei 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i3.5213

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SMEs play a crucial role in economic development but face challenges in integrating environmental sustainability into business operations. Green Human Resource Management (GHRM) has been proposed as a mechanism to foster green innovation and enhance sustainable performance. However, evidence from SMEs, particularly in emerging economies, remains limited and predominantly quantitative. This study investigates how GHRM contributes to multidimensional firm performance through green innovation in Indonesian SMEs. Using a qualitative multiple case study design, data were collected from 12 SMEs across manufacturing and service sectors via semi-structured interviews, non-participant observations, and document analysis. Thematic analysis identified four key patterns: emergent, values-based adoption of GHRM, selective deployment of core GHRM practices, green innovation as a linking mechanism between GHRM and performance, and capability and institutional barriers influencing outcomes. Findings indicate that informal, owner-driven GHRM fosters employee engagement in green process, product, and organizational innovations, generating environmental, operational, market, and social benefits. The study highlights the role of contextual factors such as regulatory enforcement and supply-chain pressures. Implications include guidance for SME managers on embedding environmental values in HR practices and for policymakers on designing integrated support programs to promote sustainable, innovation-driven SMEs.
PENGARUH BUDAYA ORGANISASI, DISIPLIN KERJA, DAN KEPUASAN KERJA TERHADAP PRODUKTIVITAS KARYAWAN DI DINAS PERIKANAN DAN KETAHANAN PANGAN KOTA DENPASAR Ni Made Ayu Saisa Ganesh Mahanami; Gde Bayu Surya Parwita; Tiara Carina
JUIMA : JURNAL ILMU MANAJEMEN Vol. 16 No. 1 (2026): JUIMA : JURNAL ILMU MANAJEMEN
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Mahasaraswati Denpasar

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Abstract

The background of this research stems from the phenomenon of declining employee productivity, which is reflected through an increase in attendance tardiness, decreased work enthusiasm, and a lack of initiative among employees in completing tasks. In addition, there are indications of weak implementation of organizational culture, low work discipline, and suboptimal job satisfaction levels. This study is expected to provide empirical contributions to understanding internal factors that influence employee productivity within government institutions, particularly in the Dinas Perikanan dan Ketahanan Pangan Kota Denpasar. The population in this study consists of 35 employees, who are staff members of Dinas Perikanan Kota Denpasar. The sampling technique used is a saturated sample, resulting in a total of 35 respondents. The research method applied is quantitative, with data analysis techniques including validity testing, reliability testing, non-parametric testing using Spearman’s Rho, and ordinal regression analysis using SPSS version 29. The results of the study show that organizational culture has a positive and significant effect on employee productivity at Dinas Perikanan dan Ketahanan Pangan Kota Denpasar. Work discipline also has a positive and significant effect on employee productivity, and job satisfaction influences employee productivity at Dinas Perikanan Kota Denpasar. The suggestions provided for future research include maintaining the implementation of positive organizational culture values, improving a consistent and fair work discipline system, paying attention to factors that can enhance job satisfaction, and expanding the scope of research by adding other variables that may influence employee productivity.
The Effect Of Organizational Commitment On Turnover Intention With Job Satisfaction As A Mediation Variable In PT Darma Jaya Valuta Gianyar Ni Kadek Diantini Putri; Gde Bayu Surya Parwita; Tiara Carina
E-Bisnis : Jurnal Ilmiah Ekonomi dan Bisnis Vol 19 No 1 (2026): JURNAL ILMIAH EKONOMI DAN BISNIS
Publisher : LPPM Universitas Sains dan Teknologi Komputer

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51903/e-bisnis.v19i1.3472

Abstract

Turnover intentionis the tendency or degree to which an employee is likely to leave the company either voluntarily or involuntarily due to the lack of attractiveness of the current job and the availability of other job options. This study aims to determine the effect of organizational commitment on turnover intention with job satisfaction as a mediating variable at PT Darma Jaya Valuta Gianyar. This research was conducted at the head office and branch offices of PT Darma Jaya Valuta Gianyar. The sample in this study was 32 employees of PT Darma Jaya Valuta Gianyar. The sampling technique in this study was saturated sampling, and data collection was carried out through documentation, interviews, and questionnaires. The data analysis technique used in this study was a variance-based structural equation model or component-based structural equation model through the SmartPLS 4.0 program. Based on the results of the analysis, this study shows that organizational commitment has a positive and significant effect on job satisfaction. Organizational commitment has a negative and significant effect on turnover intention. Job satisfaction has a negative and significant effect on turnover intention. Job satisfaction can be a mediating variable in the influence of organizational commitment on turnover intention.
How Knowledge Transfer Mechanism and Integrity Improve Local Government Performance: Evidence from Indonesian Regional Agencies I Gusti Ayu Ngurah Lita Rumiati; Putu Kepramareni; Gde Bayu Surya Parwita
International Journal of Economics, Management and Accounting Vol. 3 No. 2 (2026): International Journal of Economics, Management and Accounting
Publisher : Asosiasi Riset Ekonomi dan Akuntansi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/ijema.v3i2.1269

Abstract

This study was motivated by the importance of improving the performance of regional government agencies in supporting the implementation of the Government Agency Performance Accountability System (SAKIP) to achieve effective, professional, transparent, and accountable governance. Despite increasing attention to public sector accountability, empirical evidence explaining how competence mediates the relationship between knowledge transfer mechanisms, integrity, and organizational performance remains limited, particularly in Indonesian local governments. The study aimed to analyze the effects of knowledge transfer mechanisms and integrity on the performance of regional government agencies through competence in the Regional Government of Badung Regency. This study employed a quantitative approach using a survey method. The population consisted of 37 regional government agencies within the Regional Government of Badung Regency. The sample was determined using purposive sampling, consisting of employees who were members of the SAKIP Team in each regional government agency. Data were collected through questionnaire distribution and analyzed using Structural Equation Modeling (SEM) based on Partial Least Square (PLS), to test direct and indirect relationships between variables. The results showed that the knowledge transfer mechanism had a negative but insignificant effect on the performance of regional government agencies. Integrity had a positive and significant effect on the performance of regional government agencies. Both the knowledge transfer mechanism and integrity had positive and significant effects on competence. Competence also had a positive and significant effect on the performance of regional government agencies and mediated the effects of the knowledge transfer mechanism and integrity on organizational performance. Based on the research results, it can be concluded that improving regional apparatus performance is influenced by the integrity and competence of the apparatus, while the knowledge transfer mechanism contributes to performance improvement through competence as a mediating variable. Therefore, the Badung Regency Government is advised to strengthen the integrity of the apparatus through continuous guidance and supervision and improve the competence of the apparatus through education, training, and capacity building to support the realization of professional and accountable governance.
PENGARUH KEPUASAN KERJA, DISIPLIN KERJA DAN LOYALITAS KARYAWAN TERHADAP KINERJA KARYAWAN PADA KAMPOENG SEAFOOD JIMBARAN BAY Ni Komang Triya Cahyati; Gde Bayu Surya Parwita; Ni Made Dwi Puspitawati
VALUES Vol. 6 No. 2 (2025): Values
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis UNMAS

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Abstract

Sumber daya manusia berperan penting dalam mencapai tujuan perusahaan. Pengelolaan dan pemberdayaan sumber daya manusia yang optimal diperlukan untuk mewujudkan visi dan misi perusahaan. Kualitas sumber daya manusia menjadi prioritas dalam setiap perusahaan untuk mendukung pencapaian tujuan. Penelitian ini bertujuan untuk mengetahui dan menganalisis pengaruh kepuasan kerja, disiplin kerja dan loyalitas karyawan terhadap kinerja karyawan pada Kampoeng Seafood Jimbaran Bay. Jumlah sampel yang digunakan sebanyak 43 responden yang merupakan karyawan Kampoeng Seafood Jimbaran Bay dengan pengambilan sampel menggunakan teknik sampling jenuh. Data diambil dengan kuesioner skala likert dan diolah menggunakan Statistical Program for Social Science (SPSS). Hasil penelitian membuktikan bahwa kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan, disiplin kerja berpengaruh positif dan signifikan terhadap kinerja karyawan, loyalitas karyawan berpengaruh positif dan signifikan terhadap kinerja karyawan.
Co-Authors A.A. Gde Dinda Kusuma Agus Wahyudi Salasa Gama Agus Wahyudi Selasa Gama Agustinus I Gede Muliarsa Anak Agung Istri Bintang Cantika Devi Anak Agung Istri Cinta Dewi Anak Agung Istri Laksmi Widyandari Anis Rizkiya Dewi Arimbawa, Putu Dody Astutik, Komang Ayuk Carina , Tiara Debiyanti Kune Devina ningsih Dewa Ayu Putu Friska Ratnadi Ayuningsih Dewa Gede Yudha Anggara Pratama Eka Mitariani, Ni Wayan Fahrina Amalia Gabriel Amadeus Sitompul Gede Antok Setiawan Jodi Gede Gama Gede Putra Dana Gede Satya Wicaksana Guruh Taufan Hariyadi Gusti Agung Widiari Gusti Putu Diah Nanda Sari Hermin Nainggolan Hilarius Wandan I Dewa Ayu Intan Wulandari I Dewa Made Arik Permana Putra I Dewa Made Arik Permana Putra I Gede Aria Kusuma Putra I Gede Gama I Gede Gama I Gede Muliarsa Agustinus I Gusti Ayu Ngurah Lita Rumiati I Gusti Ayu Nia Antari I Kadek Agus Andi Wijaya I Kadek Arya Dwi Prayana Putra I Ketut Setia Sapta I Komang Budiarta I Made Gita Andika I Made Herdi Arya Dwi Permana I Nyoman Resa Adhika I Putu Aldi Mahendra I Putu Ardiana Putra I Putu Revadio Pratama Putra Ida Ayu Chandra Regita Pidada Ida Ayu Made Pebryanti Ida Ayu Nyoman Tri Saraswati Ida Ayu Putu Wiweka Fridayanti Ilyas Jayanto, Imam Kadek Denis Hery Widani Kadek Dody Pramarta Kadek Intan Dwi Permita Kadek Novi Natalia Kohar Komang Ayu Marhaeni Komang Tri Aprilia Laila Munzila Luh Putu Meilya Widyasti Made Ayu Anggita Lidyaswari Made Galang Kusuma Pradnyana Made Ika Prastyadewi Mahmud Mahmud Mirah Danti, Ni Putu Nekky Rahmiyati Nengah Landra Ni Kadek Ayu Ningsih Ni Kadek Depi Ulan Gustini Ni Kadek Dia Ardiyani Ni Kadek Diantini Putri Ni Kadek Dwi Damayanti Ni Kadek Purnama Dewi Ni Kadek Rina Sepriyani Ni Kadek Shara Suwandani Ni Kadek Sinta Oktaviana Prana Dewi Ni Kadek Tharis Tyana Dewi Ni Ketut Erix Kristina Yanti Ni Ketut Istha Lestari Ni Ketut Sinta Santania Maharani Ni Komang Ayu Adriani Ni Komang Dewi Puspa Lala Ni Komang Dila Merliyani Ni Komang Meri Ari Santi Ni Komang Triya Cahyati Ni Koming Pramiti Ni Luh Ari Cahyani Ni Luh Juniari Ni Luh Opik Mahena Dewi Ni Luh Putu Ayu Laksmi Suari Ni Luh Putu Liana Dewi Ni Luh Putu Nurapriani Ni Made Ayu Mariani Ni Made Ayu Saisa Ganesh Mahanami Ni Made Depita Sari Ni Made Dita Ayu Mahayani Ni Made Dwi Apsari Natalisa Ni Made Dwi Puspitawati Ni Made Milayani Ni Made Pebiari Ni Made Ratna Swari Dewi Ni Made Reva Trandani Ni Made Suardani Ni Made Widiari Rahayu Ni Made Yuli Kartika Dewi Ni Nym Adhi Sukmanitri Ni Nyoman Ari Novarini Ni Nyoman Diliyanti Ni Nyoman Sarminingsih Ni Nyoman Suryani Ni Nyoman Suryani Ni Nyoman Suryani Ni Nyoman Suryani Ni Putu Arya Juliantari Ni Putu Ayu Yunita Ni Putu Harleni Primayanti Ni Putu Irmayanti Ni Putu Natasya Ni Putu Nita Anggraini Ni Putu Pandawani Ni Putu Seftiana Dewi Ni Putu Uma Shintya Dewi Darki Ni Wayan Ari Sudiartini,SE.,M.Si Ni Wayan Diah Chandra Swari Dewi Ni Yoman Suryani Noorhani Dyani Laksmi Nurlia Nurlia Pande Kadek Anggi Dwi Febrianti Pradana Jati Kusuma Pradnya Semita, Ni Kadek Dhea Kirana Purwaka Hari Prihanto Putra Intan Cahyani, Ni Putu Putu Agus Eka Rismawan Putu Agus Eka Rismawan Putu Ayu Paramita D. Putu Ayu Paramita Dharmayanti Putu Ayu Paramita Dharmayanti Putu Ayuni Cantika Putu Devi Wilia Dewantari Putu Indah Cahyani Putu Kepramareni Putu Krisma Dewi Putu Meliana Sukmawati Putu Paradita Megayanti Fitriani Putu Yuni Sintia Dewi Putu Yusi Pramandari Putu Yusi Pramandari, Putu Yusi Reginaldis Jessica Dharmoko Reihan Octavito Bedy Sari, Ni Komang Santi Yulia Setiawati, Ni Kadek Yuli Sudiartini, Ni Wayan Ari Suhardianto Supriyadi Supriyadi Tanto Widyanto Tiara Carina Tiara Carina Tresnasari, Rini Vinno Petrus Manoppo Wardana, Miko Andi Winda Desta Riani Yuwanda, Tonny