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All Journal Jurnal Ilmiah Akuntansi dan Bisnis Matrik: Jurnal Manajemen, Strategi Bisnis, dan Kewirausahaan E-Jurnal Manajemen Universitas Udayana Ecotrophic, Journal of Environmental Science Jurnal Penelitian dan Pengembangan Pendidikan Jurnal Ilmiah Pendidikan dan Pembelajaran Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences

Komang Ardana

Fakultas Ekonomi Universitas Udayana

Author-ID : 231036

Religion Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Social Sciences

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PERAN KOMITMEN ORGANISASI DALAM MEMEDIASI PENGARUH ORGANIZATIONAL JUSTICE TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR Veby Komalasari Nurwadi; I Komang Ardana
E-Jurnal Manajemen Vol 8 No 10 (2019)
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana

Penelitian ini bertujuan untuk mengetahui peran komitmen organisasi dalam memediasi pengaruh organizational justice terhadap organizational citizenship behavior pada sopir taksi Blue BirdGroup Jimbaran. Penelitian ini dilakukan di Blue BirdGroup Jimbaran dengan jumlah sopir taksi sebanyak 439 orang. Metode penentuan sampel yang digunakan dalam penelitian ini adalah simple random sampling dengan sampel sebanyak 66 orang. Metode pengumpulan data melalui wawancara dan kuesioner. Teknik analisis data yang digunakan dalam penelitian ini adalah Uji Asumsi Klasik, Path Analysis dan Uji Sobel. Hasil penelitian menunjukkan bahwa organizational justice berpengaruh positif dan signifikan terhadap komitmen organisasi. Komitmen organisasi berpengaruh positif dan signifikan terhadap organizational citizenship behavior. Organizational justice berpengaruh positif dan signifikan terhadap organizational citizenship behavior. Organizational justice berpengaruh positif dan signifikan terhadap organizational citizenship behavior melalui mediasi komitmen organisasi. Pihak perusahaan hendaknya dapat meningkatkan organizational justice dalam perusahaan sehingga dapat meningkatkan komitmen organisasi dan menumbuhkan organizational citizenship behavior dalam diri tiap individu. Kata kunci: komitmen organisasi; organizational justice; organizational citizenship behavior.

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN KOMUNIKASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DI HOTEL INNA GRAND BALI BEACH Ni Komang Ayu Sekar; A.A Sagung Kartika Dewi; Komang Ardana
E-Jurnal Manajemen Vol 6 No 6 (2017)
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana

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Organizational Citizenship Behavior (OCB) is a person's behavior is voluntary, includes the behavior of helping others, volunteering for extra duties, adherence to the rules and procedures in the workplace. The purpose of this study is to determine the effect of transformational leadership and communication on OCB. This research was conducted at the Inna Grand Bali Beach. The number of samples used in this study as many as 80 employees with proportionate stratified random sampling technique. Data analysis technique used is multiple linear regression analysis. Results of the analysis showed that transformational leadership and significant positive effect on OCB at Inna Grand Bali Beach and communication are also positive and significant impact on OCB at Inna Gr Bali Beach. A leader and communication have an important role to berjalanya a company because if a company does not have a leader and good communication, the destination desired by the company can not be achieved with good.

PERAN EMPLOYEE ENGAGEMENT DALAM MEMEDIASI PENGARUH PENGEMBANGAN KARIR TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR Ni Wayan Sri Indryani; I Komang Ardana
E-Jurnal Manajemen Vol 8 No 9 (2019)
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana

Tujuan penelitian ini adalah untuk mengetahui pengaruh langsung pengembangan karir terhadap employee engagement, pengaruh langsung pengembangan karir dan employee engagement terhadap OCB, serta peran employee engagement dalam memediasi pengaruh pengembangan karir terhadap OCB. Penelitian ini dilakukan di CS Hotel and SPA Ubud dengan sampel sebanyak 84 orang. Jumlah sampel ditentukan dengan metode sampling jenuh dan pengumpulan data dilakukan memalui wawancara serta penyebaran kuesioner. Teknik analisis data yang digunakan adalah PLS. Berdasarkan hasil penelitian ditemukan bahwa pengembangan karir berpengaruh positif signifikan terhadap employee engagement serta pengembangan karir dan employee engagement berpengaruh positif signifikan terhadap OCB. Hasil penelitian juga menunjukan bahwa employee engagement memiliki peran sebagai variabel mediasi yang memperkuat pengaruh pengembangan karir terhadap OCB. Kata kunci: organizational citizenship behavior, employee engagement, pengembangan karir.

PENGARUH TALENT MANAGEMENT TERHADAP KINERJA KARYAWAN DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL MODERASI PADA KARYAWAN Ni Kadek Karina; I Komang Ardana
E-Jurnal Manajemen Vol 9 No 2 (2020)
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana

Keberhasilan suatu perusahaan sangat ditentukan oleh kinerja karyawannya, dengan harapan tujuan perusahaan dapat tercapai. Tujuan dari penelitian ini adalah untuk menguji pengaruh talent management terhadap kinerja karyawan dengan komitmen organisasi sebagai variabel moderasi pada karyawan The Jayakarta Bali Hotel Kuta Bali. Dalam penelitian ini digunakan metode sensus dalam menentukan sampel sebanyak 148 responden, melalui teknik analisis moderasi Moderated Regression Analysis. Berdasarkan hasil analisis dapat diketahui bahwa talent management dan komitmen organisasi memiliki pengaruh positif dan signifikan terhadap kinerja. Komitmen organisasi mampu memoderasi hubungan positif talent management terhadap kinerja karyawan. perusahaan harus mampu memperbaiki permasalahan talent management dengan melakukan training, sosialisasi, menumbuhkan bakat pekerja sehingga mampu bekerja baik. Memperhatikan komitmen organisasi dengan tanggung jawab dan kewajiban karyawan sesuai dengan apa yang dikerjakan sehingga karyawan bertahan. Manajemen harus menyesuaikan jam kerja karyawan pada saat high season dan kesibukan yang di alami karyawan sehingga karyawan mampu meningkatkan kinerjanya. Kata kunci : talent manajement, komitmen organisasi, kinerja karyawan

Analisis Faktor-Faktor yang Menentukan Kinerja Karyawan di PT. Arta Boga Cemerlang Denpasar Made Mahardika Suartama; Komang Ardana
E-Jurnal Manajemen Vol 3 No 5 (2014)
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (147.071 KB)

An organization can not flourish if their employees are also not experience performance improvement, especially with the increasing levels of competition in the business world. According to Shariff (2010) the performance of employees, generally refers to behavior that is relevant to the goals of the organization and which are under the control of the individual employee. Sanderson (2009) conducted a study on the importance of employee performance, it was found that the organization needs to focus on strengthening the management to improve employee performance. This is important in order to increase employee loyalty and gain the trust of consumers so that consumers satisfied and loyal to the company. Zahargier (2011) mentions the employees in the company are required to commit to the performance standards by improving performance to achieve and maintain a competitive advantage for a long time. In order to produce optimum performance must not be separated from the role of management to pay attention to the factors that influence employee performance. PT. Arta Boga Shining Denpasar as the study draws attention to the factors that determine the performance of employees, namely: leadership, financial compensation, education and training, stress and work discipline. Based on the fact, found some employee complaints and problems that occur with regard to the factors that determine the performance of employees. The purpose of the study was to determine the factors that determine the performance of employees and to determine the dominant variables of each factor in determining the performance of employees at PT. Arta Boga Shining Denpasar. The research sample is determined by the method of stratified random sampling as many as 89 employees. Analysis using confirmatory factor analysis. Based on the analysis it was found that the factors that determine the performance of employees at PT . Arta Boga Shining Denpasar are: leadership, education and training, financial compensation, stress and work discipline. Dominant variables of each factor in determining the performance of employees is: a leader's ability to lead is the dominant variable of the factors of leadership, financial compensation in accordance with the demands of the job is the dominant variable of financial compensation factor, positive effect on the organization of education and training is variable the dominant factors of education and training, the demands of the task is the dominant variable stress factors, and carry out the instructions of the leader is the dominant variable factor in determining the performance of the work discipline of employees.

STUDY OF POLLUTANT DISTRIBUTION IN BENOA BAY USING NUMERICAL SIMULATION AND SATELLITE DATA Komang Ardana; M S Mahendra
ECOTROPHIC : Jurnal Ilmu Lingkungan (Journal of Environmental Science) Vol 3 No 2
Publisher : Master Program of Environmental Science, Postgraduate Program of Udayana University

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (683.023 KB)

Euthrofication that caused by nitrate and phosphate contamination and also sedimentation process is the mainproblem that took place in Benoa Bay Territorial water. The distribution of phosphate pollutant in Benoa bay territorialwater was modeled by numeric of Princeton Ocean model (POM). The input of this pollutant model were a tidal currentpattern, M2 tidal current residue, biological factor, physic and chemistry, that influenced pollutant concentration.Meanwhile, the sedimentation concentration was mapped with ALOS AVNIR-2 sensor image satellite and this image wasanalysed with statistic method (Linear Regression).The result of phosphate modeling concentration was 0.1 mg/1 to 0.0022 mg/1, where the concentration wascategorized very hazardous to the territorial water environment. Because the phosphate concentration in a pollutantresources was beyond the standard level of environmental quality, that was 0.015 mg/1 for fishery cultivation and alsotourism activity (Bali Governor Regulation No.8th 2007). While, the direction of the distribution was affected by currentpattern of movement, that was when the ebb level of high water moving into the bay and when the ebb to high tidemoving out of the bay.The result of statistic approaches with ALOS of AVNIR-2 censor can be used for mapping sedimentationdistribution advantages in Benoa Bay. The values were: R2 Band 1 is 0.3839, Band 2 is 0.6123 and Band 3 is 0.5468. Inthis methodology, the correlation was not significant, due to, the quantity of in-situ data was small and the time researchwas not at the same time with satellite data.

Destination Risk Profile, Message Framing, and Tourist Visiting Intention in the New Life Era Putu Saroyini Piartrini; Komang Ardana; PA Andiena Nindya Putri
Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences Vol 4, No 4 (2021): Budapest International Research and Critics Institute November
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v4i4.3370

This study aims to examine the effect of the level of destination risk on the intention to visit Bali by considering attitudes towards tourist risk and the framing of destination marketing communication messages in the target market. In the context of recovering tourism activities, this study provides input for tourism destination managers regarding the perception of destination risk from a tourist perspective as input in formulating a destination marketing strategy by considering the effect of destination risk perception, and the attitude of target tourists on the risk of travel to their intention to visit or travel. after the policy of limiting community activities, especially the perception of risk on tourist travel activities. The research method used a quasi-experimental design. Starting with measuring the risk perception of a Bali destination, then measuring the intention of tourist visits in groups that have a high-risk perception and a low-risk perception by considering the Bali destination advertising message framing strategy. Data was collected in cities that are the target market for Indonesian tourists, namely Jakarta, Bandung, Yogya, Solo, Semarang and Surabaya, Medan, and Manado. The types of data in this study are quantitative data and qualitative data. The findings of this study recommend to the managers of Bali tourist destinations that destination communication is managed carefully. Management of messages related to Bali destinations to consider the strategy of framing messages communicated to potential markets to manage the perceived risk of visiting the destination. The results of data analysis concluded that: 1) Perception of Bali destination affects the intention to visit Bali. 2) Destination-related message framing strategies affect the intention to visit Bali.

PENGARUH KEPUASAN KERJA, DAN KEADILAN ORGANISASIONALTERHADAP KOMITMEN ORGANISASIONAL DI PT. POS INDONESIA (persero) DENPASAR yabes manullang; I Komang Ardana
E-Jurnal Manajemen Vol 11 No 6 (2022)
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/EJMUNUD.2022.v11.i06.p06

Komitmen Organiasaional merupakan sikap yang mencerminkan sejauh mana seorang individu mengenal dan terikat pada organisasinya, yang dimana lebih berkomitmen terhadap organisasi dan juga memiliki kebiasaan- kebiasaan yang bisa diandalkan, berencana untuk tinggal lebih lama dalam organisasi, dan mencurahkan lebih banyak upaya dalam pekerjaan. Tujuan dilakukannya penelitian ini untuk mengetahui adanya pengaruh kepuasan kerja dan keadilan organisasi terhadap komitmen organisasional. Penelitian ini dilakukan pada karyawan PT. Pos Indonesia, Denpasar dengan populasi sebanyak 81 orang dan menggunakan sampel jenuh dimana seluruh populasi dijadikan sampel. Pengumpulan data dilakukan melalui penyebaran kuesioner, wawancara, dan observasi. Teknik analisis data pada penelitian ini menggunakan teknik data deskriptif dan analisis regresi linier berganda. Hasil penelitian ini menjelaskan jika kepuasan kerja dan keadilan organisasi memiliki pengaruh positif dan signifikan terhadap komitmen organisasional. Diharapkan dengan adanya penelitian ini, PT. Pos Indonesia (Persero) Denpasar dapat lebih memperhatikan prosedur kerja dalam perusahaan PT. Pos Indonesia (Persero), Denpasar agar terciptanya rasa puas dan adil pada karyawan sehingga menimbulkan rasa komitmen pada diri karyawan itu sendiri. Kata Kunci: kepuasan kerja, keadilan organisasi, komitmen organisasional

Co-Authors A.A. Ngr. Bayu Suryanatha Ade Pramana Kusdi Putra Adetya Vianty Putri Anak Agung Ayu Sriathi Anak Agung Sagung Kartika Dewi Ayunia Permata Sari Dewa Nyoman Reza Aditya Dewi A.A. Sagung Kartika Gede Juliarsa I Gde Adnyana Sudibya I Gde Manik Aditya Budi Suta I Gede Wira Satriawan I Gede Yudika Putra I Gede Yuma Adithya Mahaputra I Gusti Ngurah Agung Putra Mahardika I Ketut Adi Sugita I Ketut Agus Pande Gunawan I Made Tresna Suputra Angelo Confessa I Made Wijanu Putra I Putu Putra Oka Sujana I Putu Satria Wira Kusuma I Wayan Mudiartha Utama I Wayan Sugiantara I Wayan Suparta . Ida Bagus Dwihana Parta Yuda Ida Bagus Putra Widyantara Intan Yogi Pratiwi Kadek Ayu Anggreni Komang Arin Octarina M. Sudiana Mahendra Made Mahardika Suartama Made Paryudi Ni Kadek Karina Ni Kadek Yuliantari Dewi Ni Ketut Septiari Ni Komang Ayu Sekar Ni Luh Putu Prawerti Widhari Ni Nyoman Witya Candra Ni Putu Adrika Radnyanamastri Ni Putu Ayu Shela Paramitha Sujana Ni Putu Devy Ermawati Ni Putu Lidia Kusumadiari Ni Putu Premierita Haryanti Ni Wayan Sri Indryani Ni Wayan Tarita Ningsih PA Andiena Nindya Putri Putu Novia Cahyani Putu Saroyeni Piatrini Putu Saroyini Piartrini Sella Bitha Veby Komalasari Nurwadi Wayan Wiriani yabes manullang

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