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The role of knowledge management in enhancing innovation performance: a study on literature reviews Sari, Ade Maria Ulfah Rakhmatika; Riana, I Gede; Dewi, I Gusti Ayu Manuati; Wibawa, I Made Artha
JPPI (Jurnal Penelitian Pendidikan Indonesia) Vol 10, No 3 (2024): JPPI (Jurnal Penelitian Pendidikan Indonesia)
Publisher : Indonesian Institute for Counseling, Education and Theraphy (IICET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/020243870

Determinant performance innovation can varies depending on context organization or industry certain. Many factors decider performance involving innovation combination internal and external aspects. Companies or organizations that succeed at innovation can often combine some or all of these factors to create an environment that supports the development and implementation of new ideas. This research aims to conduct a literature review study of company innovation performance. This research uses the literature study method to determine the measurement of company innovation performance of 56 articles related to innovation performance and its determining factors. The research was carried out by comprehensively identifying and conceptualizing the determinant framework for innovation performance in terms of (1) Innovativeness and attributes; (2) The impact of Ambidextrous Leadership On innovation performance; (3) Impact of knowledge management strategy on innovation performance; (4) The impact of creative self-efficacy on innovation performance; and (5) Conceptualization of determinants and their impact on innovation performance. The research results found that a company's ability to dynamically manage its resources is the main key to improving company performance. Thus, companies must have effective strategies in managing their resources and facing changes in the business environment to remain competitive.

PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL TERHADAP KREATIVITAS KARYAWAN YANG DIMODERASI OLEH PERAN MOTIVASI INTRINSIK Putu Maira Anggarani; I Made Artha Wibawa
E-Jurnal Ekonomi dan Bisnis Universitas Udayana VOLUME.13.NO.08.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.i08.p19

Kreativitas karyawan merupakan salah satu hal penting dalam meningkatkan produktivitas, inovasi, dan daya saing perusahaan. Penelitian ini dilakukan karena tingginya intensitas kegiatan operasional yang memerlukan dukungan dari manajemen serta kreativitas yang ditunjukkan oleh karyawan. Tujuan dari penelitian ini adalah untuk mengetahui pengaruh gaya kepemimpinan transformasional terhadap kreativitas karyawan dengan peran motivasi intrinsik sebagai variabel moderasi. Melalui metode non-probability sampling dengan teknik saturation sampling atau sampling jenuh sejumlah 35 responden diambil sebagai sampel. Data dikumpulkan melalui kuesioner, dan analisis dilakukan menggunakan regresi moderasi serta uji asumsi klasik. Hasil penelitian menunjukkan bahwa gaya kepemimpinan transformasional memiliki pengaruh positif dan signifikan terhadap kreativitas karyawan. Selain itu, motivasi intrinsik memainkan peran sebagai moderator semu yang memperkuat hubungan antara gaya kepemimpinan transformasional dan kreativitas karyawan. Implikasinya, Starbucks Reserve Dewata dapat meningkatkan pendekatan dalam menciptakan suasana yang membanggakan pemimpinnya serta meningkatkan rasa percaya diri dan motivasi karyawan. Langkah-langkah ini diharapkan dapat memperkuat kreativitas karyawan dan menghasilkan manfaat positif bagi perusahaan.

PERAN PERSON JOB FIT MEMEDIASI PENGARUH WORK LIFE BALANCE TERHADAP TURNOVER INTENTION Ni Komang Mita Suryanti; I Made Artha Wibawa
E-Jurnal Manajemen Vol 13 No 9 (2024)
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/EJMUNUD.2024.v13.i09.p02

Penelitian ini bertujuan untuk mengetahui pengaruh work life balance terhadap turnover intention dengan person job fit sebagai variabel mediasi. Lokasi penelitian yaitu RS XYZ. Landasan teori dalam penelitian ini adalah Social Exchange Theory. Metode penentuan sampel dalam penelitian ini adalah non probability sampling dengan menggunakan teknik purposive sampling dan responden sebanyak 153 orang. Data dalam penelitian ini diperoleh melalui wawancara dan penyebaran kusioner penelitian kepada responden, kuesioner diukur dengan menggunakan skala likert. Skala likert digunakan untuk mengukur sikap, pendapat, dan persepsi seseorang atau kelompok tentang fenomena sosial. Teknik analisis yang digunakan adalah analisis jalur, uji asumsi klasik, dan pengujian peran mediasi menggunakan konsep Hair et al., (2017). Hasil penelitian menunjukkan bahwa work life balance berpengaruh negatif dan signifikan terhadap turnover intention; work life balance berpengaruh positif dan signifikan terhadap person job fit; person job fit berpengaruh negatif dan signifikan terhadap turnover intention; person job fit mampu memediasi pengaruh antara work life balance terhadap turnover intention secara partial (competitive partial mediation). Implikasi dari penelitian ini yaitu person job fit dalam penelitian ini membantu memediasi hubungan antara work life balance terhadap turnover intention. Kecocokan antara individu dan pekerjaannya serta didukung dengan keseimbangan hidup yang baik maka akan menurunkan keinginan staf untuk keluar dari perusahaannya. RS XYZ dapat mempertimbangkan dan memperbaiki sistem fleksibilitas jam kerja dan aturan pemakaian cuti yang jelas, mengadakan program kesehatan dan kesejahteraan bagi para staf untuk dapat mengatasi stres dan menjaga keseimbangan hidup, memberikan pelatihan manajemen waktu dan komunikasi terbuka terkait kebutuhan, keluhan, dan solusi bagi staf. This research aims to determine the effect of work life balance on turnover intention with person job fit as a mediating variable. The research location is XYZ Hospital. The theoretical basis for this research is Social Exchange Theory. The sampling method in this research was non-probability sampling using a purposive sampling technique and there were 153 respondents. The data in this research was obtained through interviews and distributing research questionnaires to respondents. The questionnaires were measured using a Likert scale. The Likert scale is used to measure the attitudes, opinions and perceptions of a person or group about social phenomena. The analysis techniques used are path analysis, classical assumption testing, and testing the role of mediation using the concept of Hair et al., (2017). The research results show that work life balance has a negative and significant effect on turnover intention; work life balance has a positive and significant effect on person job fit; person job fit has a negative and significant effect on turnover intention; person job fit is able to partially mediate the influence of work life balance on turnover intention (competitive partial mediation). The implication of this research is that person job fit in this research helps mediate the relationship between work life balance and turnover intention. Compatibility between the individual and the job and supported by a good life balance will reduce the staf's desire to leave the company Hospital.

PENGARUH IKLIM ORGANISASI TERHADAP KOMITMEN ORGANISASIONAL DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI Bunga Indah Juwita; I Gusti Ayu Dewi Adnyani; I Made Artha Wibawa
E-Jurnal Manajemen Vol 13 No 8 (2024)
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/EJMUNUD.2024.v13.i08.p01

Tujuan penelitian ini untuk menguji secara empiris pengaruh iklim organisasi terhadap komitmen organisasional dengan kepuasan kerja sebagai variabel mediasi. Penelitian ini dilakukan di PT. PLN ULP Labuan Bajo dengan jumlah sampel sebanyak 41 pegawai menggunakan teknik sampling jenuh. Hasil penelitian menunjukkan bahwa Iklim organisasi berpengaruh positif dan signifikan terhadap komitmen organisasional karyawan. Iklim organisasi berpengaruh positif dan signifikan terhadap Kepuasan kerja. Kepuasan kerja berpengaruh positif dan signifikan terhadap komitmen organisasional. Kepuasan kerja merupakan variabel mediasi pengaruh antara iklim organisasi terhadap komitmen organisasional pegawai PT. PLN ULP Labuan Bajo. Data diuji dan dianalisis dengan uji asumsik klasik dan path analysis. Implikasi teoritis penelitian ini dijadikan sebagai kelengkapan teoritis pada bidang manajemen sumber daya manusia, khususnya dalam hal iklim organisasi, komitmen organisasional, dan kepuasan kerja. Implikasi praktis penelitian ini dapat dijadikan sebagai bahan pertimbangan dalam pengambilan keputusan manajerial maupun masukan bagi perusahaan PT. PLN ULP Labuan Bajo dalam meningkatkan komitmen organisasional karyawan dengan memperhatikan iklim organisasi dan kepuasan kerja. The aim of this research is to empirically test the influence of organizational climate on organizational commitment with job satisfaction as a mediating variable. This research was conducted at PT. PLN ULP Labuan Bajo with a sample size of 41 employees used a saturated sampling technique. The research results show that organizational climate has a positive and significant effect on employee organizational commitment. Organizational climate has a positive and significant effect on job satisfaction. Job satisfaction has a positive and significant effect on organizational commitment. Job satisfaction is a mediating variable for the influence of organizational climate on the organizational commitment of PT employees. PLN ULP Labuan Bajo. The data was tested and analyzed using classical assumption tests and path analysis. The theoretical implications of this research are used as theoretical completeness in the field of human resource management, especially in terms of organizational climate, organizational commitment and job satisfaction. The practical implications of this research can be used as material for consideration in making managerial decisions and input for PT companies. PLN ULP Labuan Bajo in increasing employee organizational commitment by paying attention to organizational climate and job satisfaction.

PENGARUH ORGANIZATIONAL JUSTICE TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DENGAN KOMITMEN ORGANISASIONAL SEBAGAI VARIABEL MEDIASI Ida Ayu Widya Santika Dewi; I Made Artha Wibawa
E-Jurnal Manajemen Vol 13 No 4 (2024)
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/EJMUNUD.2024.v13.i04.p04

Organizational Citizenship Behavior (OCB) merupakan kontribusi ekstra oleh karyawan untuk mengerjakan pekerjaan lebih dengan sukarela dan memiliki keinginan membantu rekan kerja dalam melakukan pekerjaannya yang memberikan manfaat terhadap perusahaan untuk meningkatkan hasil kinerja karywan dalam mencapai tujuan perusahaan. Tujuan dari penelitian ini adalah untuk menganalisis pengaruh organizational justice terhadap OCB yang dimediasi oleh komitmen organisasional di PT. Pertamina IT Manggis (Fungsi Marine Operation). Jumlah sampel yang digunakan 55 orang karyawan dengan metode sampel jenuh. Metode pengumpulan data dilakukan dengan kuesioner, wawancara, observasi, serta studi pustaka. Data yang dikumpulkan tersebut kemudian dianalisis menggunakan teknik analisis jalur (path analysis). Hasil penelitian menunjukkan bahwa organizational justice berpengaruh positif terhadap OCB dan komitmen organisasional. Komitmen organisasional berpengaruh positif terhadap OCB. Komitmen organisasional memediasi pengaruh organizational justice terhadap OCB. Implikasi dari penelitian ini adalah PT. Pertamina IT Manggis (Fungsi Marine Operation) harus bersikap secara adil kepada karyawannya agar terbentuk perilaku OCB dan dapat meningkatkan komitmen organisasional. Organizational Citizenship Behavior (OCB) is an extra-role behavior or deep contribution from employees who are willing to work voluntarily outside of work without being paid, and want to help others in completing their tasks. OCB is very beneficial for companies because this behavior will encourage employee performance in doing all jobs. The aim of this research is to analyze the effect of organizational justice on OCB which is mediated by organizational commitment at PT. Pertamina IT Manggis (Marine Operation Function). The number of samples used was 55 employees with the saturated sample method. Data collection methods were carried out by questionnaires, interviews, observation, and literature study. The data collected is then analyzed using path analysis techniques (path analysis). The results of the study show that organizational justice has a positive effect on OCB and organizational commitment. Organizational commitment has a positive effect on OCB. Organizational commitment mediates the effect of organizational justice on OCB. The implication of this research is that PT. Pertamina IT Manggis (Marine Operation Function) must treat its employees fairly in order to form OCB behavior and increase organizational commitment.

PERAN KEPUASAN KERJA MEMEDIASI PENGARUH QUALITY OF WORK LIFE TERHADAP EMPLOYEE ENGAGEMENT Ni Nyoman Sekar Ayu Widyantari; I Made Artha Wibawa
E-Jurnal Manajemen Vol 13 No 3 (2024)
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/EJMUNUD.2024.v13.i03.p03

Tujuan dalam penelitian ini untuk mengetahui dan menjelaskan peran kepuasan kerja dalam memediasi pengaruh quality of work life terhadap employee engagement. Penelitian ini menggunakan Social Exchange Theory sebagai dasar teoritis. Penelitian melibatkan 52 orang responden sebagai sampel dengan metode sampling jenuh. Data dikumpulkan melalui penyebaran kuesioner. Teknik analisis data yang digunakan meliputi analisis jalur, uji asumsi klasik, dan pengujian peran mediasi. Hasil penelitian menunjukkan bahwa quality of work life berpengaruh positif dan signifikan terhadap kepuasan kerja, kepuasan kerja berpengaruh postif dan signifikan dengan employee engagemet, quality of work life berpengaruh positif signifikan dengan employee engagement, serta kepuasan kerja berperan sebagai partial (complementary mediation) dalam pengaruh quality of work life terhadap employee engagement. Penelitian ini dapat dijadikan sebagai acuan dan saran bagi PT. Bayus Cargo untuk lebih memperhatikan kesejahteraan karyawan. The purpose of this research is to identify and explain the role of job satisfaction in mediating the effect of quality of work life on employee engagement. This study uses Social Exchange Theory as a theoretical basis. In this study involved 52 respondents as a sample with saturated sampling method. Data was collected by distributing questionnaires. The methods of analyzing data utilized comprise of path analysis, conventional assumption assessments, and testing of mediation roles. The results showed that quality of work life has a positive and significant effect on job satisfaction, job satisfaction has a positive and significant effect on employee engagement, quality of work life has a significant positive effect on employee engagement, and job satisfaction acts as a partial (complementary mediation) in influencing quality of work life on employee engagement. This research is a consideration and input for PT. Bayus Cargo to pay more attention to employee welfare.

PENGARUH PEMBERDAYAAN KARYAWAN, KETERIKATAN KARYAWAN, DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN Gede Farrell Bayu Setiawan Wardana; I Made Artha Wibawa
E-Jurnal Manajemen Vol 13 No 5 (2024)
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/EJMUNUD.2024.v13.i05.p06

Tujuan dari penelitian ini adalah untuk mengetahui pengaruh pemberdayaan karyawan terhadap kinerja karyawan, keterikatan karyawan terhadap kinerja karyawan, dan pengaruh lingkungan kerja terhadap kinerja karyawan PT. Sinar Bali Bina Karya di Denpasar. Sampel dalam penelitian ini adalah karyawan PT. Sinar Bali Bina Karya Denpasar. Penentuan sampel dalam penelitian ini memakai metode sampling jenuh, jumlah sampel yang diambil sebanyak 50 orang. Pengumpulan data menggunakan penyebaran kuesioner, data dianalisis dengan menggunakan Teknik analisis regresi linier berganda. Hasil penelitian ini menunjukan bahwa terdapat pengaruh yang positif dan signifikan antara pemberdayaan karyawan dengan kinerja karyawan, pengaruh yang positif dan signifikan keterikatan karyawan dengan kinerja karyawan, dan tidak terdapat pengaruh positif dan signifikan lingkungan kerja terhadap kinerja karyawan. Hasil penelitian ini secara praktis dapat menjadi salah satu acuan bagi peneliti lainnya yang ingin meneliti mengenai pemberdayaan karyawan, keterikatan karyawan, lingkungan kerja, dan kinerja karyawan. The purpose of this study was to determine the effect of employee empowerment on employee performance, employee engagement on employee performance, and the influence of the work environment on employee performance at PT. Sinar Bali Bina Karya in Denpasar. The sample in this study were employees of PT. Sinar Bali Bina Karya Denpasar. Determination of the sample in this study using the saturated sampling method, the number of samples taken as many as 50 people. Data collection used questionnaires, data were analyzed using multiple linear regression analysis techniques. The results of this study indicate that there is a positive and significant influence between employee empowerment and employee performance, a positive and significant influence on employee engagement and employee performance, and there is no positive and significant effect of the work environment on employee performance. The results of this study can practically be a reference for other researchers who wish to research employee empowerment, employee engagement, work environment, and employee performance.

"PEDANG BERMATA DUA" DARI QUIET QUITTING BAGI KARYAWAN: TINJAUAN LITERATUR SISTEMATIS Budi Riyanto; Wayan Gede Supartha; Agoes Ganesha Rahyuda; I Made Artha Wibawa
E-Jurnal Manajemen Vol 14 No 3 (2025)
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/EJMUNUD.2025.v14.i3.p04

Covid-19 memicu perubahan yang mendasar dalam sistem bekerja hingga muncul istilah work from home (WFH). Selama WFH karyawan melakukan evaluasi terhadap lingkungan kerja yang dijalani selama ini. Pada 2021 terjadi fenomena Great Resignation, dimana karyawan secara sukarela meninggalkan pekerjaan mereka untuk mencari peluang yang lebih baik dan peningkatan keseimbangan antara kehidupan pribadi dan lingkungan kerja. Setahun setelahnya diikuti oleh quiet quitting, perilaku karyawan yang memiliki komitmen terbatas untuk melaksanakan tugas yang diberikan dan merasa enggan untuk melakukan tugas lain diluar deskripsi pekerjaannya. Tujuan dari penelitian ini adalah untuk mengetahui sisi positif dan negatif dari perilaku quiet quitting. Metode yang digunakan dalam penelitian ini adalah studi literatur melalui ulasan sistematis atau Systematic Literature Review (SLR). Di satu sisi quiet quitting terkesan memiliki tujuan yang baik bagi karyawan yang mengalami kelelahan kerja. Di sisi yang lainnya quiet quitting dinilai dapat merugikan kinerja organisasi sekaligus mengandung dampak negatif bagi karyawan khsusunya terkait potensi karir di masa yang akan datang. Oleh karena itu perlu penempatan yang tepat untuk memastikan perilaku ini karena memiliki sifat seperti pedang bermata dua. Bagi organisasi sangat penting untuk mengetahui apa saja yang dapat memicu perilaku quiet quitting sehingga dapat diantisipasi. Covid-19 triggered fundamental changes in the working system until the term work from home (WFH) emerged. During WFH, employees evaluate the work environment they have been living in. In 2021 the Great Resignation phenomenon occurred, where employees voluntarily left their jobs in search of better opportunities and an improved work-life balance. A year later it was followed by quiet quitting, the behavior of employees who have limited commitment to carrying out their assigned tasks and feel reluctant to perform other tasks outside their job description. The purpose of this study is to determine the positive and negative sides of quiet quitting behavior. The method used in this research is a Systematic Literature Review (SLR). On the one hand, quiet quitting seems to have a good purpose for employees who experience job burnout. On the other hand, quiet quitting is considered to be detrimental to organizational performance as well as having a negative impact on employees, especially regarding future career potential. Therefore, it needs proper placement to ensure this behavior because it has the nature of a double-edged sword. For organizations it is very important to know what can trigger quiet quitting behavior so that it can be anticipated.

Leader-Member Exchange, Sense of Community, Counterproductive Work Behavior, and Pararem on Business Sustainability Kasih, Ni Luh Sri; Riana, I Gede; Dewi, I Gusti Ayu Manuati; Wibawa, I Made Artha
International Journal of Social Science and Business Vol. 9 No. 1 (2025): February
Publisher : Universitas Pendidikan Ganesha

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23887/ijssb.v9i1.84337

This study developed an integrated research model to examine the relationship between Leader-Member Exchange (LMX), Sense of Community, Counterproductive Work Behavior (CWB), and Pararem on business sustainability within Village Credit Institution (Lembaga Perkreditan Desa—LPD) in Bali. The research was driven by the need to explore how leadership dynamics, organizational culture, and traditional Balinese regulations influence the sustainability of community-based financial institutions. A qualitative approach was employed using content analysis of academic literature sourced through the Google Scholar database. The analysis was grounded in dynamic capability theory, leader-member exchange theory, and social exchange theory to explain how internal and cultural mechanisms affect business continuity. The results indicated that high-quality LMX and a strong sense of community played a crucial role in reducing CWB. Furthermore, adherence to Pararem—a traditional Balinese regulatory framework—reinforced organizational discipline and cohesion, contributing positively to long-term sustainability. The study provided theoretical contributions by bridging Western organizational theories with local cultural practices. It also offered practical implications for LPD leaders and policymakers in enhancing governance structures and promoting ethical conduct. By synthesizing cross-disciplinary perspectives, this research underscored the importance of integrating formal leadership strategies with indigenous values to strengthen institutional resilience in the Balinese context.

The role of knowledge management in enhancing innovation performance: a study on literature reviews Sari, Ade Maria Ulfah Rakhmatika; Riana, I Gede; Dewi, I Gusti Ayu Manuati; Wibawa, I Made Artha
JPPI (Jurnal Penelitian Pendidikan Indonesia) Vol. 10 No. 3 (2024): JPPI (Jurnal Penelitian Pendidikan Indonesia)
Publisher : Indonesian Institute for Counseling, Education and Theraphy (IICET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/020243870

Determinant performance innovation can varies depending on context organization or industry certain. Many factors decider performance involving innovation combination internal and external aspects. Companies or organizations that succeed at innovation can often combine some or all of these factors to create an environment that supports the development and implementation of new ideas. This research aims to conduct a literature review study of company innovation performance. This research uses the literature study method to determine the measurement of company innovation performance of 56 articles related to innovation performance and its determining factors. The research was carried out by comprehensively identifying and conceptualizing the determinant framework for innovation performance in terms of (1) Innovativeness and attributes; (2) The impact of Ambidextrous Leadership On innovation performance; (3) Impact of knowledge management strategy on innovation performance; (4) The impact of creative self-efficacy on innovation performance; and (5) Conceptualization of determinants and their impact on innovation performance. The research results found that a company's ability to dynamically manage its resources is the main key to improving company performance. Thus, companies must have effective strategies in managing their resources and facing changes in the business environment to remain competitive.

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