Employees are an important resource for the company, because they have the talent, energy and creativity that is needed by the company to achieve its goals. With employees who are able to run the company well, a company will be able to develop and achieve goals effectively and efficiently. This shows that employees are the main key to the success of a company. This study aims to determine whether the work environment and work facilities influence employee job satisfaction through motivation as an intervening variable at the Labuhanbatu District Revenue Agency. The study was conducted on 52 employees using a saturated sampling technique. The data collection technique used was primary data in the form of questionnaires and secondary data obtained through documentation studies. Data analysis techniques used quantitative data processed with the SPSS version 25 program, namely t test, coefficient of determination (R2), Sobel test and path analysis. The results obtained in this study show 1) there is a significant influence between the Work Environment on motivation, 2) there is a significant effect between the Work Facilities variable on motivation, 3) there is an influence but not significant between the motivation variable on Job Satisfaction, 4) there is a significant influence between variable of Work Environment on Job Satisfaction, 5) there is a significant influence between Work Facilities variable on Job Satisfaction, 6) motivation variable cannot affect Work Environment variable on Job Satisfaction, 7) motivational variable cannot affect Work Facilities variable on Job Satisfaction. Keywords: Work Environment, Work Facilities, Motivation, Job Satisfaction.
Employee performance is an indicator of the successful operation of government institutions in achieving their goals. The emergence of achievement is influenced by several driving factors, both from outside the individual and from within the individual. Employee performance greatly determines the progress of a government agency. The performance of each employee can be measured by looking at the quantity and quality of work that has been done. Performance is a very important thing in an organization’s efforts to achieve goals. This study aims to determine whether work and communication facilities affect employee performance through motivation as an intervening variable at the Labuhanbatu District Education Office. The study was conducted on 61 employees using a saturated sampling technique. The data collection technique used was primary data in the form of questionnaires and secondary data obtained through documentation studies. The data analysis technique used quantitative data which was processed using the SPSS version 25 program, namely the t test, Sobel test and path analysis. The results obtained in this study show 1) there is a significant effect between work facilities on motivation, 2) there is a significant effect between communication variables on motivation, 3) there is a significant effect between work facilities variables on performance, 4) there is a significant effect between communication variables on performance, 5) there is a significant influence between motivational variables on performance, 6) motivational variables can affect work facilities variables on performance, 7) motivational variables can affect communication variables on performance.
Lecturer Academic Information System (SIAD) is an academic service facility that lecturers can use to accommodate and manage teachers' activities, including lectures, assignments, communication, and discussions with students. However, lecturers' obstacles in supporting educational processes include the obstacles of leak of features and items/ service forums in the academic portal /SIAD online. This research aims to find the influence of selecting the system, motivation, and utilization of academic information system lecturers (SIAD) on the performance of lecturers at the Faculty of Economics, University of Prima Indonesia. The study will test the variables both partially and simultaneously. Samples were taken from lecturers recorded in the management study program of 60 people. The test result obtained a calculated value of F (17,866) > F table (2.76) and a probability of significance of 0.000 < 0.05, it was concluded that simultaneously H0 was rejected, which means the selection, motivation, and utilization of SIAD had a positive and significant effect on the performance of lecturers at the Faculty of Economics, Universitas Prima Indonesia Medan. The result of the calculation of the coefficient of determination obtained an adjusted R Square value of 0.462.
This study aims to determine whether career development and work motivation affect employee performance through job satisfaction as an intervening variable at PT. Mark Dynamic Medan. The study was conducted on 85 employees of PT. Mark Dynamic Medan by using the Slovin formula sampling technique. The data collection technique used is primary data in the form of questionnaires and secondary data obtained through documentation studies. The data analysis technique uses quantitative data which is processed with SPSS version 25 program, namely t test, coefficient of determination (R2) and path analysis. The results obtained in this study indicate 1) there is a significant influence between career development on job satisfaction, 2) there is a significant influence between work motivation variables on job satisfaction, 3) there is a significant but not significant effect between job satisfaction variables on performance, 4) there is an influence but not significant between career development variables on performance, 5) there is a significant influence between work motivation variables on performance, 6) job satisfaction variables can affect career development variables on performance, 7) job satisfaction variables can affect work motivation variables on performance. The ability of career development variables, work motivation and job satisfaction in explaining employee performance at PT. Mark Dynamic Medan is 62.3%, while the remaining 37.7% is explained by other variables not included in this research model.
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