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<![CDATA[ANALISIS PENGARUH SISTEM REWARD, JOB RELEVANT INFORMATION (JRI) DAN MANAGER VALUE ORIENTATION TOWARD INNOVATION (VOI MANAGER) TERHADAP KINERJA KARYAWAN MELALUI KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING ]]>
<![CDATA[Laswitarni, Ni Ketut]]>;
<![CDATA[Gunastri, Ni Made]]>
<![CDATA[ JUIMA : JURNAL ILMU MANAJEMEN Vol 8 No 1 (2018): JUIMA : JURNAL ILMU MANAJEMEN ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Mahasaraswati Denpasar ]]>
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DOI: 10.36733/juima.v8i1.43
<![CDATA[The purpose of this study are: (1) to analyze the system reward on the performanceemployees PT Ellora Bali; (2) to analyze Job Relevant Information (JRI)on the performance employees PT Ellora Bali; (3) to analyze Manager Value Orientation Toward Innovation (VOI Manager)on the performance employees PT Ellora Bali; (4) to analyzeon job satisfaction of performance employees PT Ellora Bali;(5) to elucidate the role of job satisfaction in mediating the effects of thesystem rewardon the performance of employees PT Ellora Bali; (6) to elucidatethe ruleof job satisfaction in mediating effects of the JRI on the performance of employees PT Ellora Bali ; (7) to elucidate the role of job satisfaction in mediating the effects of the VOI Manager on the performance of employees PT Ellora Bali.Total population in this study were as many as 78 employees PT Ellora Bali. Data analysis of this study using SPSS for windows 16 and Path Analysis. The results this study showed that: 1) System reward has significant effect on performance employees; 2) JRI has significanteffect on employee performance; 3) VOI Manager has significant effect on employee performance; 4) Job satisfaction has significant effect on employee performance; 5) System reward has a significant direct effect on employee performance through the mediation of job satisfaction ; 6) JRI has a significant direct effecton employee performance through the mediation of job satisfaction; 7) VOI Manajer has a significant direct effect on employee performance through the mediation of job satisfaction.]]>
<![CDATA[ANALISIS PENGARUH SISTEM REWARD, JOB RELEVANT INFORMATION (JRI) DAN MANAGER VALUE ORIENTATION TOWARD INNOVATION (VOI MANAGER) TERHADAP KINERJA KARYAWAN MELALUI KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING ]]>
<![CDATA[Ni Ketut Laswitarni]]>;
<![CDATA[Ni Made Gunastri]]>
<![CDATA[ JUIMA : JURNAL ILMU MANAJEMEN Vol. 8 No. 1 (2018): JUIMA : JURNAL ILMU MANAJEMEN ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Mahasaraswati Denpasar ]]>
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Full PDF (334.236 KB)
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DOI: 10.36733/juima.v8i1.43
<![CDATA[The purpose of this study are: (1) to analyze the system reward on the performanceemployees PT Ellora Bali; (2) to analyze Job Relevant Information (JRI)on the performance employees PT Ellora Bali; (3) to analyze Manager Value Orientation Toward Innovation (VOI Manager)on the performance employees PT Ellora Bali; (4) to analyzeon job satisfaction of performance employees PT Ellora Bali;(5) to elucidate the role of job satisfaction in mediating the effects of thesystem rewardon the performance of employees PT Ellora Bali; (6) to elucidatethe ruleof job satisfaction in mediating effects of the JRI on the performance of employees PT Ellora Bali ; (7) to elucidate the role of job satisfaction in mediating the effects of the VOI Manager on the performance of employees PT Ellora Bali.Total population in this study were as many as 78 employees PT Ellora Bali. Data analysis of this study using SPSS for windows 16 and Path Analysis. The results this study showed that: 1) System reward has significant effect on performance employees; 2) JRI has significanteffect on employee performance; 3) VOI Manager has significant effect on employee performance; 4) Job satisfaction has significant effect on employee performance; 5) System reward has a significant direct effect on employee performance through the mediation of job satisfaction ; 6) JRI has a significant direct effecton employee performance through the mediation of job satisfaction; 7) VOI Manajer has a significant direct effect on employee performance through the mediation of job satisfaction.]]>
<![CDATA[Economic Value Added (EVA) and Market Value Added (MVA) Implications on Stock Returns ]]>
<![CDATA[Ida Bagus Gede Udiyana]]>;
<![CDATA[Ni Nyoman Seri Astini]]>;
<![CDATA[I Nyoman Parta]]>;
<![CDATA[Ni Ketut Laswitarni]]>;
<![CDATA[Luh Asti Wahyuni]]>
<![CDATA[ Jurnal Ekonomi & Bisnis JAGADITHA Vol. 9 No. 1 (2022): Jurnal Ekonomi & Bisnis JAGADITHA ]]>
Publisher : <![CDATA[Magister Manajemen, Program Pascasarjana, Universitas Warmadewa ]]>
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DOI: 10.22225/jj.9.1.2022.15-22
<![CDATA[This study aims to examine the influence of Economic Value Added (EVA) and Market Value added (MVA) on stock returns in construction sector companies incorporated in index Lq45 period 2015-2019. The population of this study is 45 companies incorporated in the Lq45 index on the Indonesia Stock Exchange (IDX). Based on the sample selection criteria, it was obtained 3 companies entered the criteria using the purposive sampling method. The analytical techniques used in this study were multiple linear regression analyses using SPSS version 22. The results of the study showed that the Test result F indicates that the independent variables of Economic Value added (EVA) and Market Value added (MVA) simultaneously have a significant effect on the return of shares. T-test result indicates that the Market value added (MVA) variable has a significant effect on the return of the stock, while the Economic Value added (EVA) variable has no significant effect on stock returns.]]>
<![CDATA[Gaya Kepemimpinan Dan Motivasi Pengaruhnya Terhadap Semangat Kerja Karyawan Hotel Siesta Legian ]]>
<![CDATA[Wayan Arya Paramarta]]>;
<![CDATA[Ni Made Ema Pradnya Kumala]]>;
<![CDATA[Ni Ketut Laswitarni]]>;
<![CDATA[Ni Made Gunastri]]>
<![CDATA[ Jurnal Ilmiah Manajemen dan Kewirausahaan Vol 1 No 1 (2022): Januari: Jurnal Ilmiah Manajemen dan Kewirausahaan ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Trianandra ]]>
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DOI: 10.55606/jimak.v1i1.127
<![CDATA[This study aims to analyze the effect of leadership style and motivation on spirit of work at Hotel Siesta Legian. The research method used is multiple linear regression analysis method, this study uses primary data taken from distributing questionnaires to employees of Hotel Siesta Legian. The results of this study show that partially the leadership style and motivation have a positive influence on spirit of work, and simultaneously leadership style and motivation have a significant influence on spirit of work.]]>
<![CDATA[PENGARUH STRES KERJA TERHADAP TURNOVER INTENTION YANG DIMEDIASI KEPUASAN KERJA PADA PT TATA MULIA NUSANTARA INDAH CABANG BALI ]]>
<![CDATA[Ni Ketut Laswitarni]]>;
<![CDATA[Ni Putu Marsita Yuli Pratiwi]]>
<![CDATA[ Forum Manajemen STIMI Handayani Denpasar Vol 20 No 1 (2022): Jurnal STIMI Vol. 20 No. 1 - 2022 ]]>
Publisher : <![CDATA[Forum Manajemen STIMI Handayani Denpasar ]]>
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<![CDATA[This study intended to the effect of job stress on turnover intention, the effect of job stress on job satisfaction, the effect of job satisfaction on turnover intention and also to determine the role of job satisfaction in mediating the effect of work stress and turnover intention. it takes 51 employees, by using random sampling method. On this study analysis using the path analysis and sobel test. Based on the results of the analytic, the job stress has a positive and significant effect on turnover intention, job stress has a negative and significant effect on job satisfaction, job satisfaction has a negative and significant effect on turnover intention. The results of this study also indicate that job satisfaction mediates job stress on turnover intention. To reduce turnover intention, management should pay more attention to the job descriptions of employees.]]>
<![CDATA[KIAT PENGEMBANGAN SEKRETARIS PROFESIONAL ]]>
<![CDATA[Ni Ketut Laswitarni]]>
<![CDATA[ Forum Manajemen STIMI Handayani Denpasar Vol 13 No 1 (2015): Jurnal STIMI Vol. 13 No. 1 - 2015 ]]>
Publisher : <![CDATA[Forum Manajemen STIMI Handayani Denpasar ]]>
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<![CDATA[The era of globalization and advancement of information technologyscience, requires people who cultivate the profession of secretary to always adaptand widen horizons. Level of competence which is now owned secretary needs tobe improved, in order to compete with personnel of secretary to be brought in fromoutside by foreign investors who have the opportunity to do business in Indonesia.Competence trend in these days is the company secretary of the graduates choosesStrata one (S1)/ bachelor.]]>
<![CDATA[Effect of Leadership and Work Discipline to Employee Performance through the Job Satisfaction as Intervening Variable in National Civil Service Agency Regional Office X Denpasar ]]>
<![CDATA[Wayan Arya Paramarta]]>;
<![CDATA[Ni Made Gunstri]]>;
<![CDATA[Ni Ketut Laswitarni]]>;
<![CDATA[I Gede Januana Tegmini]]>
<![CDATA[ Journal of Economics and Business Letters Vol. 1 No. 3 (2021): October ]]>
Publisher : <![CDATA[Privietlab ]]>
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<![CDATA[The purpose of this study was to determine the performance of employees at the National Civil Service Agency Regional Office X Denpasar which is influenced by leadership and work discipline through job satisfaction. The population in this study was employees in executive positions within the National Civil Service Agency Regional Office X Denpasar. The number of samples used in this study was 56 as determined by purposive sampling. The results from this research shows that leadership has a positive and significant effect on job satisfaction, work discipline has a positive and significant effect on job satisfaction, leadership has no significant effect on performance, work discipline has a positive and significant effect on performance, job satisfaction has a positive and significant effect on employee performance, the indirect effect of leadership on performance through job satisfaction has a positive but not significant effect, the indirect effect of work discipline on performance through employee job satisfaction at National Civil Service Agency Regional Office X Denpasar has a positive and significant effect.]]>
<![CDATA[KIAT PENGEMBANGAN SEKRETARIS PROFESIONAL ]]>
<![CDATA[Ni Ketut Laswitarni]]>
<![CDATA[ Forum Manajemen Vol 13 No 1 (2015): Jurnal STIMI Vol. 13 No. 1 - 2015 ]]>
Publisher : <![CDATA[STIMI Handayani Denpasar ]]>
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DOI: 10.61938/fm.v13i1.94
<![CDATA[The era of globalization and advancement of information technologyscience, requires people who cultivate the profession of secretary to always adaptand widen horizons. Level of competence which is now owned secretary needs tobe improved, in order to compete with personnel of secretary to be brought in fromoutside by foreign investors who have the opportunity to do business in Indonesia.Competence trend in these days is the company secretary of the graduates choosesStrata one (S1)/ bachelor.]]>
<![CDATA[PENGARUH STRES KERJA TERHADAP TURNOVER INTENTION YANG DIMEDIASI KEPUASAN KERJA PADA PT TATA MULIA NUSANTARA INDAH CABANG BALI ]]>
<![CDATA[Ni Ketut Laswitarni]]>;
<![CDATA[Ni Putu Marsita Yuli Pratiwi]]>
<![CDATA[ Forum Manajemen Vol 20 No 1 (2022): Jurnal STIMI Vol. 20 No. 1 - 2022 ]]>
Publisher : <![CDATA[STIMI Handayani Denpasar ]]>
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DOI: 10.61938/fm.v20i1.467
<![CDATA[This study intended to the effect of job stress on turnover intention, the effect of job stress on job satisfaction, the effect of job satisfaction on turnover intention and also to determine the role of job satisfaction in mediating the effect of work stress and turnover intention. it takes 51 employees, by using random sampling method. On this study analysis using the path analysis and sobel test. Based on the results of the analytic, the job stress has a positive and significant effect on turnover intention, job stress has a negative and significant effect on job satisfaction, job satisfaction has a negative and significant effect on turnover intention. The results of this study also indicate that job satisfaction mediates job stress on turnover intention. To reduce turnover intention, management should pay more attention to the job descriptions of employees.]]>
<![CDATA[Kepemimpinan Dan Lingkungan Kerja Non Fisik Pengaruhnya Terhadap Kinerja Karyawan ]]>
<![CDATA[Wayan Arya Paramarta]]>;
<![CDATA[Ni Ketut Laswitarni]]>;
<![CDATA[Ni Nyoman Menuh]]>;
<![CDATA[I Nyoman Parta]]>;
<![CDATA[Ni Nyoman Seri Astini]]>;
<![CDATA[Putu Melaratini]]>
<![CDATA[ Innovative: Journal Of Social Science Research Vol. 3 No. 6 (2023): Innovative: Journal Of Social Science Research ]]>
Publisher : <![CDATA[Universitas Pahlawan Tuanku Tambusai ]]>
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DOI: 10.31004/innovative.v3i6.5800
<![CDATA[Organisasi yang baik adalah organisasi yang berusaha meningkatkan kemampuan sumber daya manusianya, karena hal tersebut merupakan faktor kunci untuk meningkatkan kinerja karyawan. Pola kepemimpinan dan lingkungan kerja dapat mempengaruhi tingkat kinerja karyawan, karena lingkungan kerja merupakan suatu tempat yang didalamnya terdapat beberapa kelompok dan berisikan fasilitas pendukung pekerjaan dari kelompok tersebut guna mencapai tujuan perusahaan. Indikator tersebut menjadi landasan penulis untuk meneliti kepemimpinan dan lingkungan kerja non fisik beserta bagaimana pengaruhnya terhadap kinerja karyawan UD. Harapan Baru Denpasar. Data diperoleh dari kuisioner dengan menggunakan metode pendekatan Partial Least Square (PLS) Smart PLS 4.0. Hasil menunjukkan bahwa kepemimpinan (X1) dan lingkungan kerja non fisik (X2) berpengaruh positif terhadap kinerja karyawan (Y). Kontribusi pengaruh kepemimpinan (X1) dan lingkungan kerja non fisik (X2) terhadap kinerja karyawan (Y) sebesar 71,1 %, sedangkan 28,9 % sisanya dijelaskan oleh variabel lain diluar model.]]>
