Garuda - Garba Rujukan Digital

p-Index From 2021 - 2026

3.859

P-Index

This Author published in this journals

All Journal International Journal of Environmental, Sustainability, and Social Science International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Zona Manajerial: Program Studi Manajemen (S1) Universitas Batam Studi Ekonomi dan Kebijakan Publik Journal of Multidisciplinary Academic Business Studies Journal of Multidisciplinary Academic and Practice Studies Global Academy of Business Studies

Catrayasa, I Wayan

Unknown Affiliation

Author-ID : 7369671

Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Languange, Linguistic, Communication & Media Physics Social Sciences Other

Published : 25 Documents Claim Missing Document

Claim Missing Document

Articles

1 2 3

THE INFLUENCE OF ORGANIZATIONAL CULTURE, ORGANIZATIONAL COMMITMENT AND EMPLOYEE COMPETENCY ON JOB SATISFACTION THROUGH ORGANIZATIONAL BEHAVIOR AS INTERVENING VARIABLES IN PUBLIC WORKS AND SPACE ARRANGEMENTS IN THE KARIMUN DISTRICT COVID-19 ERA Muliana, Heppy; Wibosono, Chablullah; Catrayasa, I Wayan; Gita Indrawan, Mohamad
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 1 No. 12 (2022): NOVEMBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v1i12.74

This research was conducted to determine the effect of organizational culture, organizational commitment and employee competence on job satisfaction through organizational behavior. The research method used is descriptive quantitative which provides an explanation of the description of organizational culture, organizational commitment and employee competence to work through organizational behavior. Sampling used proportionate random sampling technique with a sample of 80 respondents at the Public Works and Spatial Planning Office of Karimun Regency. The data collection technique used an instrument in the form of a questionnaire for analysis. The instrument was calibrated using item validity and reliability coefficients. Validity was tested using SEM-PLS analysis with the help of SmartPLS software.

THE EFFECT OF EDUCATION LEVEL, WORK EXPERIENCE AND WORK ENVIRONMENT ON JOB SATISFACTION THROUGH JOB MOTIVATION AS INTERVENING VARIABLES IN THE PLANNING, RESEARCH AND DEVELOPMENT AGENCY OF KARIMUN DISTRICT Syahril, Syahril; Indrayani, Indrayani; Catrayasa, I Wayan; Gaddafi, Muammar
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 1 No. 12 (2022): NOVEMBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v1i12.77

This study was conducted to determine the effect of education level, work experience and work environment on job satisfaction through work motivation as an intervening variable. The research method used is descriptive quantitative. Sampling using a survey method technique with the total population as a sample of 73 respondents. The data collection technique used an instrument in the form of a questionnaire to be analyzed. The instrument was calibrated using item validity and reliability coefficients using SEM-PLS analysis with the help of SmartPLS software. From the research results, it is known 1).education level has a significant effect on work motivation, 2).work experience directly has a significant effect on work motivation, 3).work environment directly has a significant effect on work motivation, 4).work motivation directly has a significant effect on job satisfaction, 5).level of education directly does not have a significant effect on job satisfaction, 6).work experience directly has a significant effect on job satisfaction, 7).work environment has a direct and insignificant effect on job satisfaction, 8).The level of education indirectly has a significant effect on job satisfaction through work motivation, 9).work experience indirectly has a significant effect on job satisfaction through work motivation, 10).The work environment indirectly has a significant effect on job satisfaction through work motivation.The coefficient of determination of the model of education level, work experience and work environment on job satisfaction is 0.462, meaning that job satisfaction can be influenced by education level, work experience and work environment by 46.2% and the remaining 53.8% is influenced by other variables outside research, while the model of education level, work experience and work environment on work motivation is 0.451, meaning that work motivation can be influenced by education level, work experience and work environment by 45.1% and the remaining 54.9% is influenced by other variables outside study.

THE EFFECT OF COMPETITION, EDUCATION AND TRAINING, JOB ROTATION, AND JOB PLACEMENT ON WORK QUALITY WITH INTERVENING COMMITMENT ORGANIZATION VARIABLES AT OFFICERTHE REGIONAL SECRETARIAT KARIMUN DISTRICT Kurniawan, Ady; Indrayani, Indrayani; Khaddafi, Muammar; Catrayasa, I Wayan
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 1 No. 12 (2022): NOVEMBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v1i12.81

The purpose of this study was to determine and analyze the effect of competition, education and training, job rotation, and job placement on work quality with intervening organizational commitment variables at officerKarimun Regency Regional Secretariat. The method used is a questionnaire and distributed to 125 respondents. Analysis of statistical data using SEM PLS (Structural Equation Modeling Partial Least Square) and using path analysis to examine the pattern of the relationship between the influence of the dependent variable on the independent, both direct and indirect effects with SMART PLS 3.0 software. The results in the study indicate that competition has a positive and significant effect on organizational commitment with a p-value of 0.009 < 0.05, education and training have a positive and significant effect on organizational commitment with a p-value of 0.022 < 0.05, job rotation has a positive and significant effect on organizational commitment with a p-value of 0.016 <0.05, work placement has a positive and significant effect on organizational commitment with a p-value of 0.

THE EFFECT OF INDIVIDUAL CHARACTERISTICS, WORK CULTURE, TEAMWORK, AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE WITH MOTIVATION AS AN INTERVENING VARIABLE AT THE REGIONAL SECRETARIAT OF KARIMUN REGENCY Yuslinda, Yuslinda; Indrayani, Indrayani; Khaddafi, Muammar; Catrayasa, I Wayan
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 1 No. 12 (2022): NOVEMBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v1i12.82

Human resources are important in an organization or agency if they have an active and quality nature. So that organizational goals can be achieved easily if they are encouraged by increasing the potential of their human resources, in a government agency the Regional Secretariat of Karimun Regency is also very necessary, with increasing employee performance on individual characteristics, work culture, teamwork, work discipline, and motivation factors that become benchmarks for employees in carrying out their obligations at work. The research uses a quantitative approach. The result of this research is that all X variables have an indirect effect, which has a greater value than the variables that directly affect employee motivation and performance. The greatest indirect effect is work discipline with a total of 2873. According to the data managed it shows the R-square value of the Performance variable of 0.148. The R-square value of 0.148 means that the variability of the Performance construct which can be explained by the Variability of Motivation is 14.8% while the remaining 85.2% is influenced by other variables outside those studied, which means that the influence of all exogenous constructs of all variables X on Y is weak. The R-square value of the Motivation variable is 0.720. The R-square value of 0.720 means that the variability of the Motivation construct can be explained by the variability of the construct of all X variables of 72.06% while the remaining 28% is influenced by other variables outside the one studied, which means the influence of all exogenous constructs of all X variables on Z including very strong.

EFFECT OF COMPETENCE, WORK ENVIRONMENT AND CAREER DEVELOPMENT EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION AT PT. SGI GRAHA PROPERTAMA BATAM CITY Friska Sihombing, Elisabet; Sumiyati, Sumiyati; Satriawan, Bambang; Catrayasa, I Wayan
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 2 No. 6 (2022): December
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v2i6.482

This research was conducted with the aim of analyzing how the direct and indirect influences of competence, work environment, career development variables on employee performance are mediated by employee job satisfaction. As for the sample of this research are employees of PT. SGI Graha Propertama in Batam City. Questionnaires were distributed to 119 respondents using the Non-Probability Sampling technique. To analyze the research data using multiple regression analysis techniques using SmartPLS Software. Based on the results of the study it can be concluded that the variable, job satisfaction has no significant effect on performance at a significance level of > 0.05. While competence, work environment and career development have a direct and significant effect on performance with alpha <0.05. The results of the study show that competence has no significant effect on job satisfaction with a significance > 0.05. While career development variables, work environment have a significant direct effect on job satisfaction with a significance level <0.05. The results of the indirect effect show that the competency variable on employee performance through work motivation is not significant > 0.05. The indirect effect of work environment and career development variables on employee performance through work motivation is significant <0.05. The coefficient of determination R Square competence, work environment, career development and job satisfaction on employee performance is 64.1% and competence, work environment, career development on job satisfaction is 71.5% competency has no significant effect on job satisfaction with a significance > 0.05. While career development variables, work environment have a significant direct effect on job satisfaction with a significance level <0.05. The results of the indirect effect show that the competency variable on employee performance through work motivation is not significant > 0.05. The indirect effect of work environment and career development variables on employee performance through work motivation is significant <0.05. The coefficient of determination R Square competence, work environment, career development and job satisfaction on employee performance is 64.1% and competence, work environment, career development on job satisfaction is 71.5% competency has no significant effect on job satisfaction with a significance > 0.05. While career development variables, work environment have a significant direct effect on job satisfaction with a significance level <0.05. The results of the indirect effect show that the competency variable on employee performance through work motivation is not significant > 0.05. The indirect effect of work environment and career development variables on employee performance through work motivation is significant <0.05. The coefficient of determination R Square competence, work environment, career development and job satisfaction on employee performance is 64.1% and competence, work environment, career development on job satisfaction is 71.5% work environment has a significant direct effect on job satisfaction with a significance level <0.05.

The Influence of Organizational Behavior, Communication and Self-Efficacy on the Performance of Government Internal Supervision Apparatus in the Riau Islands Province with Motivation as an Intervening Variable TJATOER, Fadliyah Anas; WIBISONO, Chablullah; CATRAYASA, I Wayan
International Journal of Environmental, Sustainability, and Social Science Vol. 5 No. 3 (2024): International Journal of Environmental, Sustainability, and Social Science (May
Publisher : PT Keberlanjutan Strategis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38142/ijesss.v5i3.1131

In carrying out the duties and obligations mandated by the State Civil Apparatus (ASN), they must perform optimally, especially in public services. This is because the State Civil Apparatus (ASN) is a public servant who has sworn to be loyal to the state and serve the community's needs. The combined research model (Mixed Method) consists of a sequential explanatory model, a sequential exploratory model, a concurrent triangulation design, and a concurrent embedded model. The sequential explanatory model combines quantitative and qualitative research sequentially, first conducting quantitative research and then conducting qualitative research. The population in this research is the Government Internal Supervision Apparatus (APIP) throughout the Riau archipelago, both provincial regional inspectorates and city district inspectorates. With a total of 244 Government Internal Oversight Apparatus (APIP), using the Slovin formula, a sample of 151 was obtained. The results of the data analysis findings in discussion and hypothesis testing can be concluded as follows: The research demonstrates that Organizational Behavior, Communication, and Self-Efficacy significantly impact both Motivation and Performance. The mixed-methodology study suggests that to optimize the Government Internal Oversight Apparatus (GIOA) performance, leadership should regularly provide motivation, as it boosts enthusiasm and work efficiency among GIOA.

The Effect of Service Quality, Management Information System and Passport Administration Rates on Public Satisfaction with Education as an Intervening Variable in the Task Area of Class II Immigration Office Tanjung Balai Karimun KHAIDIR, Khaidir; CATRAYASA, I Wayan; NGALIMAN, Ngaliman
International Journal of Environmental, Sustainability, and Social Science Vol. 5 No. 3 (2024): International Journal of Environmental, Sustainability, and Social Science (May
Publisher : PT Keberlanjutan Strategis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38142/ijesss.v5i3.1136

Information was found regarding complaints regarding slow operational access to online services, tariff provisions that must be paid, and not having received education about M-Paspor, Eazy and other online systems. This research using a quantitative approach concludes that service quality, passport processing fees and public education have a significant direct influence on public satisfaction. Meanwhile, the management information system has no significant direct effect on public satisfaction and service quality has no significant direct effect on public education. Then the management information system and passport processing fees have a significant direct influence on public education. Furthermore, public education is not able to intervene in the influence of service quality and management information systems on public satisfaction, but public education is able to intervene in the influence of passport processing fees on public satisfaction as a partial mediation (intervening) variable. It is recommended to the Head of the Class II Tanjung Balai Karimun Immigration Office to: optimize the implementation of education to the public regarding the service system and tariffs and strive to improve the quality of service, the effectiveness of implementing the management information system related to passport processing.

DETERMINATION OF CAREER DEVELOPMENT, WORK DISCIPLINE AND HUMAN COMPETENCE COMPETENCY WITH WORK SATISFACTION AS A VARIABLE INTERVENING TO EMPLOYEE PERFORMANCE PUBLIC WORKS OFFICE AND SPATIAL ARRANGEMENT KARIMUN DISTRICT Maiyusan, Neri; Catrayasa, I Wayan
Zona Manajerial: Program Studi Manajemen (S1) Vol 10 No 2 (2020): Zona Manajerial: Program Studi Manajemen
Publisher : Universitas Batam

In this study, researchers used data respondents, such as gender, age and long working respondents to provide information on the characteristics of respondents. The questionnaire was spread over 99. The discussion in this chapter is the result of field studies to obtain data on the questionnaire responses that measure five key variables in the study, namely career development, work discipline, HR competence, job satisfaction and employee performance. Analysis of data with parametric and non parametrics statistics using SEM-PLS (structural Equation Modelling-Partial Least Square) on the research variables, instrument test, normality test, hypothesis test, as well as discussion of the hypothesis test results and path analysis Path. This research uses path analysis to test relationship patterns that reveal the influence of variables or a set of variables against other variables, both direct influences and indirect influences. Calculation of line coefficient in this study assisted with Smart PLS Ver 3.0. To find out the direct and indirect influences between variables then be seen from the calculation result of the line coefficient and to know the significance. The effect of the X3 variable against X4 has a P-Values value of 0.032 < 0.05, so it can be stated that the effect between X3 against X4 is significant. The effect of the variable X3 against Y has a P-Values value of 0.000 < 0.05, so it can be stated that the influence between X3 to Y is significant. The effect of X4 to Y variables has a P-Values value of 0.011 < 0.05, so it can be stated that the effect between X4 to Y is significant. The effect of the X1 variable against X4 has a P-Values value of 0.006 < 0.05, so it can be stated that the effect between X1 against X4 is significant. The effect of a X1 variable against Y has a P-Values value of 0.033 < 0.05, so it can be stated that the effect between X1 to Y is significant. The effect of a variable X2 against X4 has a P-Values value of 0.000 < 0.05, so it can be stated that the effect of X2 against X4 is significant. The effect of a variable X2 against Y has a P-Values value of 0.007 < 0.05, so it can be stated that the effect of the X2 against Y is significant.

The influence of competence, motivation, and work culture on employee performance through self-efficacy as an intervening variable for medical support employees Regional General Hospital Tanjungpinang City Muliyanto, Muliyanto; Indrayani, Indrayani; Satriawan, Bambang; Ngaliman, Ngaliman; Catrayasa, I Wayan
Journal of Multidisciplinary Academic Business Studies Vol. 1 No. 1 (2023): November
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jomabs.v1i1.1777

Purpose: This study investigates the impact of competence, motivation, and work culture on employee performance, with self-efficacy as the mediating variable. It hypothesizes that competence, motivation, and work culture influence self-efficacy, which in turn affects performance. Research Methodology: The sample in this study included all Medical Support employees at the Tanjungpinang City Regional General Hospital. The number of samples used was 105. The data obtained were analyzed using data analysis techniques with AMOS 24.0 software. Results: The findings revealed the significance of these relationships: competence positively affected self-efficacy, as indicated by the CR Value (5.045) and probability (0.000 < 0.05). Similarly, motivation (CR Value 2.802, P-Value 0.002 < 0.05) and work culture (CR Value 4.267, P-Value 0.001 < 0.05) positively impacted self-efficacy. Competence (CR = 3.066, p = 0.002 < 0.05) and work culture (CR = 2.075, p = 0.039 < 0.05) significantly influenced performance through self-efficacy. However, motivation does not have a direct significant effect on performance (CR Value = 1.157, probability = 0.248 > 0.05). Conclusions: Competence and work culture enhance performance through self-efficacy, while motivation indirectly supports it by strengthening self-efficacy. Limitations: This research focuses on 105 Medical Support employees at the Tanjungpinang City Regional General Hospital, employing AMOS 24.0 for data analysis. Contribution: This study underscores the importance of competence, motivation, and work culture in enhancing employee performance through the mediating role of self-efficacy.

Analysis of management system and human resource development in improving the profitability of night entertainment businesses at CV. TT Kampung Bule, Batam City Daniel , Daniel; Satriawan, Bambang; Catrayasa, I Wayan
Journal of Multidisciplinary Academic Business Studies Vol. 3 No. 1 (2025): November
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jomabs.v3i1.3734

Purpose: This study analyzes how management systems and human resource development practices at Foreplay, a nightlife unit under CV. TT Kampung Bule, affect service quality and profitability. It examines managerial planning, supervision, HR training, and career development, and how these elements relate to customer satisfaction and operational efficiency within the business context. Methodology/approach: A descriptive qualitative approach was used, involving in-depth interviews, direct field observations, and documentation analysis. Participants included the operational manager, Lady Companions (LCs), support staff, and regular customers. Data were processed using thematic analysis supported by source triangulation, member checks, and peer review to ensure validity. Results/findings: Findings show that Foreplay’s management system is unstructured and reactive, with irregular evaluations and incentives unrelated to productivity. HR development is minimal, lacking training, orientation, and career pathways. These weaknesses create inconsistent service quality, low motivation, high turnover, and reduced customer retention. Service quality becomes a crucial intervening factor affecting profitability through customer sensitivity to LC communication, responsiveness, and professionalism. Conclusion: Ineffective management and underdeveloped human resources significantly hinder Foreplay’s profitability despite stable gross income. Strengthening management structure, implementing competency-based HRD, and enhancing service quality are essential to improving long-term performance. Limitations: The study is limited to one nightlife business unit and relies on qualitative perceptions that may not fully capture broader industry patterns. Contribution: This research offers practical managerial insights for nightlife entertainment businesses by emphasizing the strategic role of HR development and structured management systems in improving profitability.

Co-Authors Amelia Widya Saputri, Meta ANGGRAENI, Poppy Dewi Chablullah Wibisono Daniel , Daniel Eko Haryanto Friska Sihombing, Elisabet Gaddafi, Muammar Gita Indrawan, Mohamad Hairul Hairul Hizam, Nurul Indrawan, Muhammad Gita INDRAYANI INDRAYANI Khaidir Khaidir, Khaidir Khairil Khairil Kurniawan, Ady Lie, Lie Maiyusan, Neri MARDIANTO, Asnan Muammar Khaddafi Muliana, Heppy Muliyanto, Muliyanto Ngaliman, Ngaliman Prayitno, Cahyo Rahima, Sri Ramli Ramli Satriawan, Bambang SIHITE, Riduan SUMIYATI SUMIYATI Syahril Syahril TJATOER, Fadliyah Anas Wibosono, Chablullah Yuslinda, Yuslinda

Title

Found 25 Documents
Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title Search

Found 25 Documents Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title

Found 25 Documents
Search