The Effect of Motivation, Work Environment, and Compensation on Employee Performance Through Job Satisfaction at PT Beton Prima Indonesia
DOI:
https://doi.org/10.52909/jemeb.v4i2.151Keywords:
Work Motivation, Work Environment, Compensation, Job Satisfaction, Employee Performance, Partial Least Square (PLS)Abstract
This study aims to analyze the effect of work motivation, work environment, and compensation on employee performance, with job satisfaction as a mediating variable at PT Beton Prima Indonesia. This research uses a quantitative approach with a causal associative design. Data were collected from 67 respondents through questionnaires and analyzed using the Partial Least Squares (PLS) method to test the relationship between variables. The results of the analysis show that work motivation (X1) has a significant effect on job satisfaction (Z) with a path coefficient value of 0.411 and p-value <0.05. Work environment (X2) also has a significant effect on job satisfaction (Z) with a path coefficient value of 0.389 and p-value <0.05. However, work motivation (X1) and work environment (X2) have no significant effect directly on employee performance (Y), with p-value > 0.05. Compensation (X3) has no significant effect on job satisfaction (Z) or performance (Y) with p-value > 0.05. In contrast, job satisfaction (Z) has a significant effect on employee performance (Y) with a path coefficient value of 0.573 and a p-value <0.05, indicating that job satisfaction mediates the relationship between work motivation, work environment, and employee performance. This finding indicates that job satisfaction is an important factor in improving employee performance. Therefore, companies are advised to focus on increasing work motivation and creating a conducive work environment to increase employee satisfaction. In addition, an evaluation of the compensation system is also needed to ensure a greater contribution to improving employee performance in the future
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