Salis Diah Rahmawati 2020

JOURNAL INDUSTRIAL ENGINEERING & MANAGEMENT RESEARCH ( JIEMAR)
Vol. 1 No. 2 : AUGUST 2020 ISSN ONLINE : 2722 – 8878

http://www.jiemar.org DOI : https://doi.org/10.7777/jiemar.v1i2
The Effect of Work Motivation, Work

Environment, Work Discipline on
Employee Satisfaction and Public
Health Center Performance
Suprapti1, Jannah Puji Astuti2, Noor Sa'adah3, Salis Diah Rahmawati4,
Rulyta Yuli Astuti5, Yuli Sudargini6
1,2,3,4,5
Universitas Stikubank Semarang, Indonesia
6
Universitas Negeri Semarang, Indonesia
Corresponding author : [email protected]
ABSTRACT
The pupose of this study is to analyze the effect of work motivation on employee satisfaction, effect of
work environment on employee satisfaction, effect of work discipline on employee satisfaction effect of
work motivation on public health center Performance, effect of work environment on public health center
Performance, effect of work discipline on public health center Performance, effect of employee
satisfaction on public health center performance. The method used in this research is quantitative method.
Data was collected by distributing questionnaires to 80 permanent employees of public health center .
For questions / statements about the identity of respondents designed in the form of a semi-open
questionnaire in addition to a closed questionnaire. Data collection technique is using questionnaire with
Likert Scale. Analysis from this study is using SEM (Structural Equation Model) with SmartPLS version
3.0 as a statistic tools. Based on the results of data analysis through a questionnaire distributed to
respondents, found several conclusions as follows There is a significant effect of work motivation on
employee satisfaction, there is a significant effect of work environment on employee satisfaction, there is
a significant effect of work discipline on employee satisfaction,there is a significant effect of work
motivation on public health center Performance, there is a significant effect of work environment on
public health center Performance,there is a significant effect of work discipline on public health center
Performance,there is a significant effect of employee satisfaction on public health center performance.
Keywords: Work motivation, environment, discipline, employee satisfaction, performance
1. INTRODUCTION
Public health center ( Public Health Center ) is one of the health service units that greatly contributes in
providing comprehensive and integrated services to people who need it. In other words, the public
health center has the authority and responsibility for public health maintenance in its working area. That
is the important role of the public health center in providing health services to the community,
encouraging all stakeholders involved in the public health center to always improve their performance
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and quality of service optimally and professionally. the success of an organization is greatly influenced
by the performance of all its employees. Performance is a work performance, namely the comparison
between real work results and the set work standards (Asbari, 2020). One of the important factors that
strongly supports the provision of good health services to the community is the human resource factor,
namely (medical / non-medical personnel) in an organization, especially in Public health center. Low
employee performance can be influenced by many factors such as motivation, satisfaction. work,
leadership, work climate, organizational culture, work discipline and employee abilities (education and
training) (Purwanto, 1998). There are three things that are the focus of this research, namely
organizational culture, motivation, and job satisfaction factors related to employee performance. The
success of an organization in achieving its goals cannot be separated from the factor of its human
resources. Human resources are very strategic things in organizations, meaning that humans play an
important role in carrying out activities to achieve goals. For this reason, the existence of human
resources in the organization is very strong. Humans always play an active role in every organizational
activity because humans become planners, actors, and determinants of the realization of organizational
goals. The goal is impossible to achieve without the active role of employees even though the tools
owned by an organization are so modern. Thus the success of an organization does not only depend on
the existing facilities but also depends on the human resource factors that are owned. So that an
organization needs potential human resources, both leaders and employees who can make good
contributions and carry out tasks optimally to achieve goals. Because all public health center activities
will involve the actions of human resources in it. The success of an organization is influenced by the
performance of its employees, an organization will seek to improve the performance of its employees in
the hope that organizational goals can be achieved. Performance is basically what employees do or
don't do. Employee performance is what influences how much they contribute to the organization,
including the quantity of output, quality of output, duration of output, workplace attendance and
cooperative attitude (Asbari, 2020). Performance is the result or the overall success rate of a person
during a certain period in carrying out the task compared with various possible standards of work
results, targets or targets or criteria that have been determined in advance and have been mutually
agreed upon (Santoso, 2019). Therefore, employee performance will run effectively if it is supported by
work motivation, work discipline and a good work environment. Work motivation is someone's desire
that causes that person to act. People act for one reason, namely to achieve goals. So, work motivation
is a drive that is set by goals and rarely appears in a vacuum. Meanwhile, according to (Purwanto,
2020) work motivation is a condition in a person's personality that encourages the individual's desire to
carry out certain activities achieving goals. Work discipline is a form of employee self-control and
regular implementation and shows the level of seriousness of the work team within an organization.
Nitisemito (2001) suggests work discipline as an attitude, behavior and actions in accordance with the
rules of the organization, both written and unwritten. Work discipline is a management action to
encourage members of the organization to meet the demands of various conditions that must be obeyed
by employees. Employee discipline is a form of training who try to improve and shape the knowledge,
attitudes and behavior of employees so that employees can work cooperatively with other employees
and improve their work performance (Sondang P. Siagian, 2002). In addition, the work environment in
an organization has an important role for the smooth running of the activity process, the work
environment is everything in the work environment that can affect him in carrying out assigned tasks.
So that not only the employee satisfaction factor in implementing duties but also the influence of a
person
Every organization has a different culture and each has a philosophy that has its own business
principles. how to solve problems and make decisions on their own and have their own beliefs,
behavior and patterns of thinking, business practices, and personality. In order to realize the
organizational culture established by the organization, the support and participation of all members
within the organization is needed. One way to foster and increase employee morale is by providing
motivation. Therefore, to achieve a high level of work efficiency and effectiveness, an organization
must be able to stimulate employee growth and development, seek a desire for achievement and know
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and meet employee needs. This motivation is different from one employee to another, this is due to
differences in motives, goals and needs of each employee. Employee job satisfaction is an important
target in human resource management, because it will directly or indirectly affect work productivity.
Human resource is one of the most important factors that must be considered in an organization. Human
resources are the key to organizational success in the present and future. In an organization, a good
leadership role is needed [Santoso, 2020]. Leadership can be used by everyone and does not only apply
to organizations. Leadership affects human behavior, both individuals and groups to achieve certain
goals (WIjayanti, 2019). A leader will play a very important role in the organization. With good
leadership, it will increase employee motivation. Leaders must pay attention to the performance of their
subordinates and provide a stimulus to improve performance in the form of giving motivation and
rewards to health workers who have high work discipline (Asbari, 2019). Work motivation is related to
age, years of service, work performance, recognition, development of individual potential, perception of
salary, working conditions, policies and administration, interpersonal relationships and supervision
(Hyun, 2019). A person's behavior is influenced and stimulated by wants, needs, goals and satisfaction.
Stimulation arises from yourself and from outside. This stimulation will create motives and motivation
that encourage people to work (Purwanto, 2020). The purpose of this study is to describe work
motivation, work discipline, work environment, job satisfaction and performance of employees of
Public health center Winong District, Pati district, Central Java, Indonesia. To find out how much
influence work motivation, work discipline, work environment have on job satisfaction in Public health
center employees, to find out how much influence work motivation, work discipline, work environment
on performance of Public health center employees
II.METHOD
The method used in this study is quantitative method. Data was collected by distributing questionnaires to
80 permanent employees of public health center . For questions / statements about the identity of
respondents designed in the form of a semi-open questionnaire in addition to a closed questionnaire. Five
answer options, namely: strongly agree (SS) score 5, agree (S) score 4, neutral (N) score 3, disagree (TS)
score 2, and strongly disagree (STS) score 1 is given to each item closed question / statement. PLS and
SmartPLS software version 3.0 are used as a method for processing data.
Table 1. Sample Descriptive Information
Criteria Amount
Age (per August 2020) < 30 years 25
30 - 40 years 35
> 40 years 20
Working period as a permanent < 5 years 10
employee 5-10 years 45
> 10 years 25
Highest diploma ≥ Bachelor Deg. 20
= Diploma Des. 26
< Sehior High Sch. 34
The sample in this study were permanent employees of public health center 80 respondents. The
questionnaire was distributed by simple random sampling technique. According to (Sekaran & Bougie,
2003) theoretical framework is the foundation on which all research projects are based. From a theoretical
framework hypotheses can be drawn up that can be tested to find out whether formulated theory is valid
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or not. Then, it can be measured using appropriate statistical analysis. Referring to the theory and
previous research,. The author constructs the research model as follows:
Work
Motivation H1
(X1) Employee
Satisfaction
H4 (Y1)
H7
Work H2
Environment
(X2) H5
Performance
H3 (Y2)
H6
Work
Discipline
(X3)
Figure 1. Research Model
H1: There is a significant effect of work motivation on employee satisfaction

H2: There is a significant effect of work environment on employee satisfaction
H3: There is a significant effect of work discipline on employee satisfaction
H4: There is a significant effect of work motivation on public health center Performance
H5: There is a significant effect of work environment on public health center Performance
H6: There is a significant effect of work discipline on public health center Performance
H7: There is a significant effect of employee satisfaction on public health center performance
III.RESULTS AND DISCUSSION
1.1. Test Results Validity and Reliability of Research Indicators

Convergent validity testing, discriminant validity is the testing phase of measurement model.
Meanwhile, to test construct reliability, Cronbach's alpha and composite reliability are used. Research
hypothesis testing is conducted if all indicators in PLS model have met the requirements of convergent
validity, discriminant validity and reliability testing can use the results of PLS analysis.
1.1.1. Convergent Validity Testing

By looking at the loading factor value of each indicator for the construct a convergent validity test
is performed. Latent constructs are explained in most references, by looking at a factor weight of 0.5 or
more considered to have sufficiently strong validation (Chin, 1998; Ghozali, 2014; Hair et al., 2010).
AVE value of each construct> 0.5 is a requirement in this study with a minimum limit of loading factor
size accepted is 0.5 (Ghozali, 2014). All indicators already have a loading factor value above 0.5 based on
SmartPLS 3.0 processing results. So, the convergent validity of this research model has fulfilled the
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requirements. Table 2 shows the load value, cronbach's alpha, composite reliability and AVE each
complete construct:
Work
Motivation 0.657
(X1) Employee
Satisfaction
0.587 (Y1)
0.678
Work 0.587
Environment
(X2) 0.457
Performance
0.765 (Y2)
0.569
Work
Discipline
(X3)
Figure 2. Research Model (Fit)
Table 2. Items Loadings, Cronbach’s Alpha, Composite Reliability, and Average Variance
Extracted (AVE)
Cronbach’s Composite
Variables Items Loadings AVE
Alpha Reliability
Work Motivation X11 0.645 0.821 0.897 0.524
(X1) X12 0.589
X13 0.654
Work Environment X21 0.745 0.823 0.934 0.589
(X2) X22 0.623
X23 0.631
Work Discipline X31 0.567 0.675 0.912 0.501
(X3) X32 0.537
X33 0.651
Employee Satisfaction Y11 0.654 0.823 0.913 0.576
(Y1) Y22 0.731
Y33 0.734
Public Health Performance Y21 0.672 0.732 0.912 0.673
(Y2) Y22 0.732
Y23 0.634
1.1.2. Discriminant Validity Testing
To ensure that each concept of each latent variable is different from other latent variables discriminant
validity is performed. If the AVE squared value of each exogenous construct (value on the diagonal)
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exceeds the correlation between the construct and other construct (values below the diagonal) indicated
that the model has good discriminant validity (Ghozali, 2014). AVE squared values are used to determine
the results of discriminant validity testing, namely by looking at the Fornell-Larcker Criterion Value
(Fornell & Larcker, 1981b), obtained as follows:
Table 3. Discriminant Validity

Variables Y2 Y1 X1 X2 X3
Public Health Performance 0.721

Employee Satisfaction 0.532 0.718
Work Motivation 0.387 0.389 0.725
Work Environment 0.107 0.029 0.050 0.912
Work Discipline 0.534 0.649 0.465 0.011 0.711
Table 4. Collinearity Statistics (VIF)

Variables EP JS
Public Health Performance (Y2)

Employee Satisfaction (Y1) 1.743
Work Motivation (X1) 1.738 1.208
Work Environment (X2) 1.004 1.004
Work Discipline (X3) 1.002 1.211
All constructs have AVE square root values above the correlation value with other latent constructs
(through the Fornell-Larcker criteria) indicated by the results of discriminant validity test in table 3 above.
Likewise, the cross-loading value of all items from one indicator is greater than the other indicator items
as mentioned in Table 4, so it can be concluded that the model has met discriminant validity (Fornell &
Larcker, 1981a).
Next, colinearity evaluation is carried out to find out whether there is colinearity in the model. To find
collinearity, VIF calculation is needed for each construct. The model has collinearity if the VIF score is
higher than 5 (Hair et al., 2014). Table 4 shows all VIF scores are less than 5, meaning that this model
does not have collinearity.
1.1.3. Construction Reliability Testing
The value of Cronbach's alpha and composite reliability of each construct can assess construct reliability.
The reliability of composite and recommended Cronbach's alpha value are more than 0.7 (Ghozali, 2014).
All constructs have composite reliability and Cronbach's alpha value greater than 0.7 (> 0.7) is indicated
by the reliability test results in table 2 above. In conclusion, the required reliability has been met by all
constructions.
1.2. Hyphotesis Test
The inner model test is the designation of hypothesis testing in PLS. This test includes a test of the
significance of direct and indirect effects and measurement of the influence magnitude of exogenous on
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endogenous variables. SmartPLS 3.0 software is used to test the influence of using t-statistic test in the
most squared partial analysis model (PLS).
H7: There is a significant effect of employee satisfaction on public health center performance
The table below obtained the R Square values and significance value of the test, with boothstrapping
technique:
Table 5. R Square Value

R Square R Square Adjusted
Public Health 0.378 0.351
Performance (Y2)
Employee Satisfaction 0.489 0.461
(Y1)
Table 6. Hypotheses Testing

T
Hypotheses Relationship Beta SE P-Values Decision
Statistics
H1 X1 -> Y1 0.567 0.110 3.211 0.001 Supported
H2 X2 -> Y1 0.587 0.120 2.321 0.002 Supported
H3 X3 -> Y1 0.765 0.112 9.439 0.000 Supported
H4 X1 -> Y2 0.587 0.108 3.567 0.001 Supported
H5 X2 -> Y2 0.457 0.105 2.341 0.003 Supported
H6 X3 -> Y2 0.569 0.111 2.675 0.000 Supported
H7 Y1 -> Y2 0.679 0.180 3.121 0.001 Supported
Based on Table 5 above, the value of R Square public health performance (Y2) is 0.378, which
means that variable public health performance (Y2) variable can be explained by Employee Satisfaction
(Y1) is 37.8 %, while remaining 62.8% is explained by other variables not discussed in this study. The
value of R Square Employee Satisfaction (Y1) is 0.489 which means that Employee Satisfaction (Y1)
can be explained by the variables of Work Motivation (X1), Work Environment (X2), Work Discipline
(X3)variables of 48.9% while remaining 51.1% is explained by other variables not discussed in this study.
T Statistics and P-Values which show the influence between research variables mentioned are shown in
table 6.
Discussion

In the first hypothesis, test results show the value of t-statistics 0.311 and p-values of 0.756.
Based on the above calculation, t-statistics value is 0.311 <1.96 and p-value is 0.756> 0.05 so H1
is accepted. Therefore, it concludes that there is is a significant effect of work motivation on
employee satisfaction . The conclusion of this hyphotesis is consistent and align with some
159
previous studies. According to Asbari (2020) there is positive and significant effect of work
motivation on work satisfaction, According to Santoso (2020) there is positive and significant
effect of work motivation on work satisfaction, According to purwanto (2020) there is positive
and significant effect of work motivation on work satisfaction, According to Wijayanti (2019)
there is a significant effect of employee motivation on work satisfaction, According to Hyun
(2019) there is positive and significant effect of motivation on work satisfaction.
In the second hypothesis, test results show the value of t-statistics 2.321 and p-values of 0.002.
Based on the above calculation, t-statistics value is 2.321> 1.96 and p-value is 0.002< 0.05 so H2
is accepted. Therefore, it concludes that There is a significant effect of work environment on
employee satisfaction. The conclusion of this hyphotesis is consistent and align with some
previous studies. , According to Wijayanti (2019) there is a significant effect of work
environment on employee satisfaction, According to Hyun (2019) there is positive and
significant effect of work environment on employee satisfaction. According to Asbari (2020)
there is positive and significant effect of work environment on employee satisfaction, According
to Santoso (2020) there is positive and significant effect of work environment on employee
satisfaction, According to purwanto (2020) there is positive and significant effect of work
environment on employee satisfaction
In the third hypothesis, test results show the value of t-statistics 9.439 and p-values of 0.000.
Based on the above calculation, t-statistics value is 9.439 > 1.96 and p-value is 0.000< 0.05 so
H3 is accepted. Therefore, it concludes that There is a significant effect of work discipline on
employee satisfaction. The conclusion of this hyphotesis is consistent and align with some
previous studies. According to Asbari (2020) there is positive and significant effect of work
discipline on employee satisfaction, According to Santoso (2020) there is positive and
significant effect of work discipline on employee satisfaction. According to Wijayanti (2019)
there is a significant effect of work discipline on employee satisfaction, According to Hyun
(2019) there is positive and significant effect of work discipline on employee satisfaction.
According to purwanto (2020) there is positive and significant effect of work discipline on
employee satisfaction.
In the fourth hypothesis, test results show the value of t-statistics 3.567 and p-values of 0.001.
H4 is accepted. Therefore, it concludes that There is a significant effect of work motivation on
public health center Performance. The conclusion of this hyphotesis is consistent and align with
some previous studies. According to Asbari (2020) there is positive and significant effect of
work motivation on public health center Performance, According to Santoso (2020) there is
positive and significant effect of work motivation on public health center Performance.
According to Wijayanti (2019) there is a significant effect of work motivation on public health
center Performance, According to Hyun (2019) there is positive and significant effect of work
motivation on public health center Performance. According to purwanto (2020) there is positive
and significant effect of work motivation on public health center Performance.
In the fifth hypothesis, test results show the value of t-statistics 2.341 and p-values of 0.003.
H5 is accepted. Therefore, it concludes that There is a significant effect of work environment on
160
work environment on public health center Performance, According to Santoso (2020) there is
positive and significant effect of work environment on public health center Performance.
According to Wijayanti (2019) there is a significant effect of work environment on public
health center Performance, According to Hyun (2019) there is positive and significant effect of
work environment on public health center Performance. According to purwanto (2020) there is
positive and significant effect of work environment on public health center Performance.
In the sixth hypothesis, test results show the value of t-statistics 2.675 and p-values of 0.000.
H6 is accepted. Therefore, it concludes that There is a significant effect of work discipline on
work discipline on public health center Performance, According to Santoso (2020) there is
positive and significant effect of work discipline on public health center Performance.
According to Wijayanti (2019) there is a significant effect of work discipline on public health
center Performance, According to Hyun (2019) there is positive and significant effect of work
discipline on public health center Performance. According to purwanto (2020) there is positive
and significant effect of work discipline on public health center Performance.
H7: There is a significant effect of employee satisfaction on public health center

performance
In the seventh hypothesis, test results show the value of t-statistics 3.121 and p-values of 0.001.
H7 is accepted. Therefore, it concludes that There is a significant effect of employee satisfaction
on public health center performance. The conclusion of this hyphotesis is consistent and align
with some previous studies. According to Asbari (2020) there is positive and significant effect
of employee satisfaction on public health center performance, According to Santoso (2020) there
is positive and significant effect of employee satisfaction on public health center performance.
According to Wijayanti (2019) there is a significant effect of employee satisfaction on public
health center performance, According to Hyun (2019) there is positive and significant effect of
employee satisfaction on public health center performance. According to purwanto (2020) there
is positive and significant effect of employee satisfaction on public health center performance.
V.CONCLUSIONS
Based on the results of data analysis through a questionnaire distributed to respondents, found several
conclusions as follows There is a significant effect of work motivation on employee satisfaction, there is a
significant effect of work environment on employee satisfaction, there is a significant effect of work
discipline on employee satisfaction,there is a significant effect of work motivation on public health center
Performance, there is a significant effect of work environment on public health center Performance,there
is a significant effect of work discipline on public health center Performance,there is a significant effect
of employee satisfaction on public health center performance.
161
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JOURNAL INDUSTRIAL ENGINEERING & MANAGEMENT RESEARCH ( JIEMAR)

Vol. 1 No. 2 : AUGUST 2020 ISSN ONLINE : 2722 – 8878

The Effect of Work Motivation, Work

Corresponding author : [email protected]

Keywords: Work motivation, environment, discipline, employee satisfaction, performance

Table 1. Sample Descriptive Information

Figure 1. Research Model

H1: There is a significant effect of work motivation on employee satisfaction

III.RESULTS AND DISCUSSION

1.1. Test Results Validity and Reliability of Research Indicators

1.1.1. Convergent Validity Testing

Figure 2. Research Model (Fit)

1.1.2. Discriminant Validity Testing

Table 3. Discriminant Validity

Public Health Performance 0.721

Table 4. Collinearity Statistics (VIF)

Public Health Performance (Y2)

1.1.3. Construction Reliability Testing

1.2. Hyphotesis Test

Table 5. R Square Value

Table 6. Hypotheses Testing

H1: There is a significant effect of work motivation on employee satisfaction

H7: There is a significant effect of employee satisfaction on public health center

Management, 77(June 2018), 64–75. https://doi.org/10.1016/j.ijhm.2018.06.014

Purwanto,A. Asbari,M. Prameswari,M.,Ramdan,M. Setiawan,S.T. (2020). Dampak

Rudy Pramono, Sarliyani Sarliyani, Agus Purwanto.(2020). THE EVALUATION OF

Agus Purwanto, Ardian Sopa, Riza Primahendra,Sekundina Williana Kusumaningsih, Rudy

Purwanto,A.,Asbari,M.(2020).Pengaruh Gaya Kepemimpinan Tansformational, Authentic,

Purwanto, A.,Hutagalung,L.,Yanthy,.E.,(2020). FOOD SAFETY MANAGEMENT

PURWANTO, Agus; SAIFUDDIN, Mirza Prameswari. APAKAH SISTEM MANAJEMEN

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