Article Per Year (5 Year)
p-Index From 2021 - 2026
0.408
P-Index
This Author published in this journals
All Journal Jurnal Ilmiah Vastuwidya Optimal: Jurnal Ekonomi dan Manajemen
I Wayan Agus Anggayana
Universitas Triatma Mulya
Civil Engineering, Building, Construction & Architecture Control & Systems Engineering Engineering Industrial & Manufacturing Engineering Mechanical Engineering

Published : 2 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 2 Documents
Search

 1 
Motivasi Memediasi Pengaruh Gaya Kepemimpinan Terhadap Kinerja Pegawai Aparatur Sipil Negara Pada Badan Pengelola Keuangan Dan Aset Daerah Kabupaten Badung Ni Putu Agustiani; I Ketut Sutapa; I Wayan Agus Anggayana; Ni ketut Dewi Irwanti
Jurnal Ilmiah Vastuwidya Vol. 8 No. 2 (2025): Jurnal Ilmiah Vastuwidya
Publisher : Universitas Mahendradatta

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

Abstract

Penelitian ini bertujuan mengetahui motivasi memediasi pengaruh gaya kepemimpinan terhadap kinerja pegawai aparatur sipil negara badan pengelola keuangan dan aset daerah Kabupaten Badung. Analisis statistik inferensial dilakukan dengan uji hipotesis menggunakan Path Analysis  dan uji sobel untuk mengetahui pengaruh langsung maupun tidak langsung antar variabel yang diteliti. Hasil penelitian menunjukkan 1) gaya kepemimpinan berpengaruh positif dan signifikan terhadap motivasi sebesar 0,356 dengan nilai sig. 0,009 2) gaya kepemimpinan berpengaruh negatif dan tidak signifikan terhadap kinerja sebesar -0,194 dengan nilai sig. 0,161 3) motivasi berpengaruh positif dan signifikan terhadap kinerja sebesar 0,477 dengan nilai sig.0,001 4) motivasi mampu memediasi pengaruh gaya kepemimpinan terhadap kinerja dengan nilai t hitung 1,696 > t tabel 1,670.
Pengaruh Kompetensi Dan Kompensasi Terhadap Keterlibatan Pegawai Melalui Kepuasan Kerja Pegawai: Studi Kasus Pada Kejaksaan Tinggi Bali Laksemi Pramana Widyaswari; Ida Ketut Kusumawijaya; I Wayan Agus Anggayana
OPTIMAL Jurnal Ekonomi dan Manajemen Vol. 5 No. 4 (2025): Desember OPTIMAL: Jurnal Ekonomi dan Manajemen
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/optimal.v5i4.7958

Abstract

This study aims to analyze the influence of competence (X1) and compensation (X2) on job satisfaction (Y) with employee engagement (Z) as a mediating variable in Bali High Prosecutor's Office employees. The research method used is quantitative with primary data obtained directly from 119 respondents. The analysis was conducted using Smart PLS 4.0 with a variance-based approach. The results of the study show: (1) Employee engagement has a significant effect on job satisfaction (p = 2.247; sig. = 0.025), so H1 is accepted. High engagement reflects employee enthusiasm, commitment, and active participation. (2) Compensation has a significant effect on job satisfaction (p = 4.818; sig. = 0.000), so H2 is accepted. This emphasizes the importance of a transparent, fair, and competitive system to maintain employee satisfaction, productivity, and loyalty. (3) Compensation does not have a significant effect on employee engagement (p = 1.442; sig. = 0.155), so H3 is rejected. The level of financial imbalance does not directly increase employee emotional or psychological engagement. (4) Competence has a significant effect on job satisfaction (p = 3.583; sig. = 0.000), so H4 is accepted. High competence boosts productivity, self-confidence, and work quality. (5) Competence has a significant effect on employee engagement (p = 3.002; sig. = 0.003), so H5 is accepted. Employees who feel competent tend to be more motivated and connected to their work. (6) Employee engagement does not mediate the relationship between competence and job satisfaction (p = 0.483; sig. = 0.602), so H6 is rejected. (7) Employee engagement also does not mediate the relationship between compensation and job satisfaction (p = 0.139; sig. = 0.890), so H7 is rejected. This study confirms the importance of competence and compensation in increasing job satisfaction, but employee engagement is not proven to be a mediator in this relationship.
Co-Authors I Ketut Sutapa Ida Ketut Kusumawijaya Laksemi Pramana Widyaswari Ni Ketut Dewi Irwanti Ni Putu Agustiani