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All Journal E-Jurnal Ekonomi dan Bisnis Universitas Udayana
I Gusti Bagus Honor Satrya
Fakultas Ekonomi dan Bisnis, Universitas Udayana, Bali, Indonesia
Economics, Econometrics & Finance Education

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PENGARUH KOMPENSASI, MOTIVASI, DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN PADA PERUSAHAAN MEBEL ROTTAN JATI JAYA Pipit Puji Pratiwi; I Gusti Bagus Honor Satrya
E-Jurnal Ekonomi dan Bisnis Universitas Udayana VOLUME.12.NO.06.TAHUN.2023
Publisher : Fakultas Ekonomi dan Bisnis Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/EEB.2023.v12.i06.p13

Abstract

Employee performance is influenced by various factors including compensation, motivation, and work environment. All three have an important role in improving employee performance. This study aims to determine the effect of compensation, motivation, and work environment on employee performance at the Rottan Jati Jaya Furniture Company. The type of research used is quantitative. The population is Furniture Rottan Jati Jaya employees and the sample is taken using a saturated sampling technique with a total of 42 respondents. The data collection includes questionnaires and interviews. The analytical methods used are validity test, reliability test, classical assumption test, multiple linear analysis and hypothesis testing and the coefficient of determination. The results showed that compensation has a positive and significant effect on employee performance, motivation has a positive and insignificant effect on employee performance, the work environment has a positive and insignificant effect on employee performance. This indicates that the higher the compensation, the higher the employee's performance, if the motivation and work environment are higher, the higher the effect on employee performance but not significant.
PENGARUH JOB INSECURITY TERHADAP TURNOVER INTENTION DIMEDIASI OLEH KEPUASAN KERJA PEGAWAI KONTRAK Ni Kadek Ayu Tisnawati; I Gusti Bagus Honor Satrya
E-Jurnal Ekonomi dan Bisnis Universitas Udayana VOLUME.13.NO.11.TAHUN.2024
Publisher : Fakultas Ekonomi dan Bisnis Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/EEB.2024.v13.i11.p07

Abstract

Penelitian ini bertujuan untuk mengeksplorasi dampak ketidakpastian pekerjaan terhadap keinginan untuk berpindah pekerjaan yang dipengaruhi oleh kepuasan dalam pekerjaan. Tempat penelitian dilakukan di Departemen Koperasi, Usaha Kecil Menengah, dan Perdagangan di Kabupaten Jembrana, dengan jumlah karyawan sebanyak 124, diambil sampel sebanyak 100 karyawan kontrak/ASN menggunakan metode sampling yang menyeluruh. Data dikumpulkan melalui kuesioner, wawancara, dan pengamatan. Penelitian ini merujuk pada teori pertukaran sosial dan menggunakan analisis jalur serta uji asumsi klasik dalam menganalisis data. Pengujian menemukan bahwa ketidakpastian pekerjaan berkontribusi secara positif dan signifikan terhadap niat berpindah pekerjaan, sedangkan ketidakpastian pekerjaan memberikan dampak negatif dan signifikan terhadap kepuasan dalam bekerja. Selain itu, kepuasan kerja juga memiliki dampak negatif dan signifikan terhadap niat berpindah pekerjaan. Menariknya, penelitian ini juga menunjukkan bahwa kepuasan kerja bertindak sebagai pemediasi antara ketidakpastian pekerjaan dan niat berpindah pekerjaan. Berdasarkan penelitian yang dilakukan memperoleh hasil bhawa di Dinas Koperasi, UKM, dan Perdagangan terdapat permasalahan terkait job insecurity, kepuasan kerja, dan turnover intention, oleh karena itu, disarankan agar pihak terkait, seperti Dinas Koperasi, UKM, dan Perdagangan Kabupaten Jembrana, memberikan perhatian lebih terhadap stabilitas pekerjaan dan kepuasan kerja karyawan untuk mengurangi tingkat niat berpindah pekerjaan di lingkungan mereka.
PENGARUH MOTIVASI INTRINSIK DAN MOTIVASI PROSOSIAL TERHADAP KEPEMIMPINAN TRANSFORMASIONAL Gusti Ayu Peby Karmila Aryaningrat; I Gusti Bagus Honor Satrya
E-Jurnal Ekonomi dan Bisnis Universitas Udayana VOLUME.13.NO.09.TAHUN.2024
Publisher : Fakultas Ekonomi dan Bisnis Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/EEB.2024.v13.i09.p03

Abstract

Human Resources (HR) in an organization plays an important role as a determinant of the organization's success in achieving its long-term goals. A leader's accuracy in choosing a leadership style that suits the job is very necessary in order to achieve organizational goals. The purpose of examine intrinsic motivation and prosocial motivation towards transformational leadership. This research was conducted at the Badung Regency Regional Government. Respondents in this study numbered 112 people, calculated as 70 percent of the total number of 161 Echelon III officials. The technique used in this research is multiple linear regression analysis. The results show that intrinsic motivation has a positive and significant effect on transformational leadership in Echelon III officials. Prosocial motivation has a positive and significant effect on transformational leadership in Echelon III officials. The theoretical implications of this research confirm the previously existing theory, namely Self-Determination Theory (SDT). This research uses Self-Determination Theory (SDT) as a theoretical basis in measuring the influence of intrinsic motivation and prosocial motivation on transformational leadership It is hoped that the practical implications of this research can provide Echelon III officials can treat employees individually who have different abilities, and knowledge.
Co-Authors Gusti Ayu Peby Karmila Aryaningrat Ni Kadek Ayu Tisnawati Pipit Puji Pratiwi