The Effect of Work Environment and Motivation on Performance with Job Satisfaction as an Intervening Variable on Employees in Magersari District, Mojokerto City
DOI:
https://doi.org/10.52909/jemeb.v4i2.144Keywords:
work environment, work motivation, organizational commitment, partial least squareAbstract
This study aims to analyze the performance of employees in Magersari District, Mojokerto City using work environment and work motivation variables as independent variables, and organizational commitment as an intervening variable. The type of sample used is tatl sampling with a total population of 53 employees, data collection using questionnaires, while data analysis techniques using Partial Least Square analysis. Hypothesis testing Work environment has a negative and insignificant effect on Employee Performance with a calculated t value> t table (1.437> 1.996) and a path coefficient of -0.161. Hypothesis testing Work Motivation has a positive and insignificant effect on Employee Performance with a calculated t value> t table (1.507> 1.996) and a path coefficient of 0.134. Hypothesis testing Organizational commitment has a positive and significant effect on Employee Performance with a calculated t value> t table (8.289> 1.996) and a path coefficient of 0.936. Hypothesis test Work environment has a positive and significant influence on Organizational Commitment with a calculated t value > t table (10.019 > 1.996) and a path coefficient of 0.682. Hypothesis test Work Motivation has a positive and significant influence on Organizational Commitment with a calculated t value > t table (2.363 > 1.996) and a path coefficient of 0.240. Hypothesis test Work environment through Organizational Commitment has a positive and significant influence on Employee Performance with a calculated t value > t table (5.694 > 1.996) and a path coefficient of 0.638. Hypothesis test Work Motivation through Organizational Commitment has a positive and significant influence on Employee Performance with a calculated t value > t table (2.435 > 1.996) and a path coefficient of 0.225.
References
Almeida, L. R. (2016). Pengaruh Motivasi Kerja Terhadap Kepuasan Kerja (Survei pada Hotel di Pulau Jawa). Universitas Kristen Maranatha.
Ghozali, I. (2006). Structural Equation Modeling Metode Alternatif dengan Partial Least Square. Badan Penerbit Universitas Diponegoro.
Hasibuan, M. S. (2015). Manajemen Sumber Daya Manusia. Bumi Aksara.
Indrasari, M. (2017). Kepuasan Kerja dan Kinerja Karyawan ( Tinjauan dari Dimensi Iklim Organisasi, Kreativitas Individun dan Karakteristik Pekerjaan). Indomedia Pustaka.
Indrasari, M., Momin, M. M., Syamsudin, N., Newcombe, P., & Permana, S. (2018). Influence of Motivation and Quality of Work Life on The Performance of Employees. JURNAL TERAPAN MANAJEMEN DAN BISNIS, 4(1), 42. https://doi.org/10.26737/jtmb.v4i1.492
Inuwa, M. (2016). Job Satisfaction and Employee Performance: An Empirical Approach. The Millennium University Journal, 1(1), 90–103. https://doi.org/10.58908/tmuj.v1i1.10
Mathis, R. L., & Jackson, J. H. (2006). Manajamen Sumber Daya Manusia. Salemba Empat.
Raditya, B., Indrasari, M., Surya, A., & Bandi, M. (2019). Effect of Compensation and Work Environment on Employee Performance (Study at PT Segar Murni Utama, Mojokerto Regency). Proceedings of the Proceedings of the 1st Asian Conference on Humanities, Industry, and Technology for Society, ACHITS 2019, 30-31 July 2019, Surabaya, Indonesia, 30–31. https://doi.org/10.4108/eai.30-7-2019.2287822
Riadi, M. (2018). Beban Kerja. https://www.kajianpustaka.com/2018/01/pengertian-dimensi-dan-pengukuran-beban-kerja.html.
Sedarmayanti. (2016). Manajemen Sumber Daya Manusia (10 ed.). Salemba Empat.
Widyanarko, A., & Sukesi, S. (2020). Pengaruh Budaya Kerja, Lingkungan Kerja Dan Tunjangan Kinerja Terhadap Kinerja Melalui Kepuasan Pegawai Pada Kantor Kementerian Agama Kabupaten Mojokerto. IDEI: Jurnal Ekonomi & Bisnis, 1(2), 60–75. https://doi.org/10.38076/ideijeb.v1i2.3
Yunus, E., Raditya Purnomo, B., Indrasari, M., Haryati, E., & Hashmi, A. R. (2018). The Effect of Salary Satisfaction, Work Satisfaction and Organizational Commitment To Work Intention. Journal Didaskalia, 1(1), 45–53. https://doi.org/10.33856/didaskalia.v1i1.54
Yusoff, R. B. M., Khan, A., Rasheed, M. F., & Aamir, A. (2014). Effects of Social Supports on Faculty Workload and Performance. Review of European Studies, 6.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2024 Teguh Joko Pamungkas, Bambang Raditya Purnomo
This work is licensed under a Creative Commons Attribution 4.0 International License.
