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INTERNATIONAL
JOURNAL OF SOCIAL SERVICE AND RESEARCH
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THE INFLUENCE OF WORK
ENVIRONMENT AND POSITION PROMOTION ON JOB SATISFACTION OF BPN WEST ACEH EMPLOYEES
Faculty of Economics, Teuku
Umar University, Aceh, Indonesia
Email: [email protected], [email protected]
Abstract
This survey was
conducted at the BPN Aceh Barat Office located on Jl.Swadaya, Meulaboh, Aceh
Barat. With the aim of discovering the consequences of environmental conditions
and the promotion of job satisfaction for BPN Aceh Barat personnel. In the
population survey, all personnel of the BPN Aceh Barat totaled 37 people.
Determination of the sample using the saturated sampling method with all the
population being sampled, so the number of samples in this survey is 37 people.
In this survey, the researcher applies an associative quantitative design.
Materials are obtained by distributing questionnaires in the form of questions
to be answered by the respondents. The data analysis used multiple linear
regression analysis. The source of the data comes from primary data, the data
is obtained directly from the respondents. The results of this survey prove
that the environment and promotions, either partially or simultaneously, have a
positive and significant influence on employee satisfaction at the BPN Aceh
Barat Office. With the results of the determinant coefficient being able to
explain the Environment and Promotion of Employee Satisfaction as much as
64.5%, the remaining 35.5% was obtained from other factors and was not examined
in this survey model.
Keywords: Work
environment, promotion of position, Job satisfaction
Received 18
September 2021, Revised 30 September 2021, Accepted 10 October 2021
INTRODUCTION
Organization is a group of
people who have a goal / program with a process or the same stages to achieve
the goals that have been set (Johnson, Suriya, Yoon, Berrett, & La Fleur,
2002). The most important elements of an organization are the
activities of the organization in which it is run and the people who respond to
those activities. Organizations can be successful with the presence of people
who play a key role in making it happen. Therefore, people are an important
factor in an organization in order to achieve the results desired by the
organization.
This survey was conducted at
the West Aceh District Land Office (BPN) having its address at Jl.Swadaya, Aceh
Barat. The National Land Agency (BPN) of the Aceh Barat Region is responsible
for carrying out affairs that assist the president in the government with tasks
in the land sector. BPN in carrying out government functions in the land sector
is in the fields of land preparation and decision making, research, surveys and
mapping, and land decision making. Carry out activities in the field of land
data collection and land rights, management arrangements as well as
administration, work on land acquisition, management and settlement of land
disputes, realization of HR work in the land sector. In carrying out this
mission, BPN builds public trust in BPN, carries out comprehensive land
registration and certification, strengthens human rights, resolves local and
land tenure issues, and carries out the function of systematic dispute
resolution. Of course, if employees do not feel comfortable or satisfied with
their work, the tasks and functions they perform will not be carried out.
Since the continuity of an
organization's operations depends on successful and well-performing people, the
procedure that can be taken to attract successful employees is to pay attention
to job satisfaction. Job satisfaction is an employee's attitude or feeling
towards the pleasant aspects of work that is consistent with the employee's
individual assessment. According to (Afandi, 2018) job satisfaction is the
absolute attitude of the workforce, including emotions as well as behavior on
work, and job evaluation is an award for achieving job value. Employee
satisfaction with work can be seen from the number of employees who often enter
and leave the company. Regarding the satisfaction of the employees of the West
Aceh BPN Office, it is quite satisfactory, where the issue of job satisfaction
is that the employees have had enough and are satisfied with all the actions
that exist and occur in the office starting from how superiors can be fair,
salary that is considered sufficient, a sense of comfort and safe, as well as
closeness between fellow employees as well. However, among all that is deemed
sufficient, there are still some employees who are still dissatisfied, starting
from the issue of incentives provided, and the welfare of employees who are
considered not to be considered properly.
The work environment also
affects job satisfaction (Jain & Kaur, 2014).
The environment is all the material that surrounds and is near an employee and
affects the mechanism of the employee's activities (Bauman & Skitka, 2012). According
to (Afandi, 2018) the
work environment exists in the employee's environment and when carrying out
tasks such as temperature, humidity, air circulation, light, noise and
cleanliness, the workspace does not affect employees, and whether or not the
appropriate work equipment is sufficient. At the BPN West Aceh office, the work
environment is very good and feels very satisfying and feels comfortable, from
the observations obtained by environmental writers at the BPN West Aceh Office,
it is felt that they are very capable of making employees feel comfortable
doing their jobs, starting from the air. and a clean environment, away from
noise, paint colors and equipment layout neatly arranged. However, it was also
found that some of the rooms in the office still felt very disturbing to the
employees where there was a smell of cigarette smoke that occurred due to some
male workers who worked until the night and stayed in the room. So the
researchers conducted a survey in order to find out and how influential the
smoke or odors were. Based on the description of the environment, it is
concluded that the environment is the employee or anything around the employee
that arises and will affect the performance of the tasks performed by the
employee.
In addition, there is also
one item that is used to achieve employee satisfaction, namely promotion. As
personnel everyone wants to be promoted to a higher position. Companies need to
provide opportunities for all personnel in the company to raise and advance
personnel careers through promotional programs. At BPN West Aceh itself,
promotions are in accordance with the qualifications or benchmarks of employees
who can or can be promoted, such as being competent and having a long work
tempo, loyalty and integrity, and the educational context is also used as a
reference in promotions. According to Hasibuan in (Syahyuni, 2018), promotion is an approach
that aims to increase the authority and commitment of employees who are
increasingly high in the institution and increase their requirements,
eligibility, position, and income.
Relationship of Job Promotion
to Job Satisfaction According to the survey that has been conducted, there is a
close relationship where the survey conducted (Ballian, 2020) (Pebri, 2020), (Martin, 2020) shows
that promotion has a positive and significant effect on job satisfaction.
Therefore, it can be concluded that increased promotion increases the company's
job satisfaction. The Relationship of the Work Environment to Job Satisfaction According
to the survey that has been conducted, there is a close relationship where the
previous survey conducted (Nasib & Martin, 2018), (Fate,
2019) (Fate; Ratih Amelia, 2018) shows that the environment has a positive and
significant effect on employee satisfaction. Therefore, it can be concluded
that a better work environment will increase employee satisfaction with their
work. The problems that exist in the research are (1) Finding out the positive
and significant influence of the work environment on job satisfaction (2)
Finding out the positive influence of job promotion on job satisfaction (3)
Finding out the existence of a positive and significant influence if done
together between work environment and job promotion on employee job
satisfaction at the West Aceh BPN Office.
METHOD
In this survey, the researcher uses an associative
quantitative study which aims to find out the influence between one variable
and another (Cresswell, 2017). The theme that will
be examined in this survey is the Effect of Work Environment and Promotion on
Workforce Satisfaction of BPN Aceh Barat Employees. What is said by the
population in this study is that all personnel working at the West Aceh District
Land Office (BPN) have at least 37 personnel in the office. In the survey
conducted to obtain a sample, the researchers used the saturated sampling
method. According to (Sugiyono, 2019) saturated sampling is
a method in which the entire population is sampled. So a sample of 37 personnel
was obtained to be used as material for the ongoing survey.
The source of information was obtained from Primary Data,
namely information obtained directly from personnel at the BPN Aceh Barat
office, this information was obtained when researchers distributed
questionnaires. When you want to collect data, the method used is a
questionnaire/questionnaire. Questionnaires usually contain various statements
or questions from researchers that will be used to obtain the desired information
through the respondents and the method used is a Likert scale which has a
weight of 1-5.
Data Analysis Techniques are obtained from analysis by
means of the Coefficient of Determination Test according to (Sugiyono, 2019)
where we are able to take into account the results obtained from the
contribution of the independent factor to the dependent factor by ensuring the
results on the F test at the time of regression have a significant value.
Partial test (t test) is used to prove between factors one and two on factor
three whether significant results are obtained between them, then also for
factors one and two if they stand alone still have an influence or not on the
third factor. Simultaneous Test (F Test) is a test based on the level of how
much influence is given by independent factors to other factors that are bound.
And Multiple Linear Regression is a test to examine the possibility that occurs
between the independent factors Environment as (X1) and promotion as (X2) to
the dependent factor Job satisfaction as (Y).
The
method obtained is as follows:
Figure 1
Thinking Framework
Explanation:
Y = Bound factor (Y)
a = Constant
b1 = Regression of (X1)
b2 = Regression of (X2)
X2 = Release factor (X1)
X2 = Release factor (X2)
e = Error
RESULTS
AND DISCUSSION
1. Results
In the study that has been
carried out, to answer the various questions posed, the researchers obtained
results from a survey on the Effect of Environment and Job Promotion on the
Satisfaction of employees at the West Aceh Land Agency Office.
Table 1
Results of Multiple Linear Regression Analysis
Coefficientsa
|
No
|
Model
|
Unstandardized
Coefficients
|
Standardized
Coefficients
|
t
|
Sig.
|
|
B
|
Std.Error
|
Beta
|
|
1
|
(Constant)
|
4,948
|
4,113
|
|
1,203
|
0,237
|
|
2
|
X1
|
0,568
|
0,131
|
0,579
|
4,339
|
0,000
|
|
3
|
X2
|
0,269
|
0,121
|
0,297
|
2,223
|
0,033
|
Then we can present a form of the equation as
below:
Y = 4,948 + 0,568X1 + 0,269X2
+ e
The explanation of the
results obtained in SPSS are:
a.
In the model shown in the table above this
regression, the quantity constant in the table is recorded as 9,948, the
constant quantity means that without adding the work environment and promotion
variables this will not change the quantity of job satisfaction of BPN West
Aceh employees which will remain at 9,948.
b.
The value of the Work Environment (X1) with a
number of 0.568, when the environment has increased by 1 unit, this makes job
satisfaction increase by 0.568, it can be said that there is a positive influence
from the environment on the job satisfaction of BPN West Aceh employees.
c.
The value of Position Promotion (X2) is 0.269,
when job promotion has increased by 1 unit, this makes job satisfaction
increase by 0.269, so it can be said that there is a positive effect of job
promotion on job satisfaction of BPN West Aceh employees.
Table 2
The Result of the Coefficient of Determination
Model Summaryb
|
Model
|
R
|
R
Square
|
Adjusted
R Square
|
Std.
Error of the Estimate
|
|
1
|
0,803a
|
0,645
|
0,625
|
2,772
|
Based on the table above, it
is obtained:
a.
The quantity at R 0.803 shows that there is a
very strong bond between the work environment (X1) and the promotion (X2) on employee
job satisfaction (Y) at the BPN West Aceh office.
b.
The value of the determinant coefficient (R2)
amounting to 0.645 can be used as a percentage of 64.5% showing if the
magnitude of the consequences that occur directly from environmental factors
(X1) and job promotion (X2) can be interpreted as employee job satisfaction (Y)
has a total of 64.5 %, on the other hand, the remaining 35.5% was obtained from
(100%-64.5%) excepted because the remainder was only obtained by other factors
and was not examined in this survey.
c.
In the table that has been searched, the
Standard Error Of The Estimated is 2,772, which is interpreted as a form of
prediction error. The smaller the standard deviation, the better the model will
be.
Table 3
Partial Test (T Test)
Coefficientsa
|
No
|
Model
|
Unstandardized
Coefficients
|
Standardized
Coefficients
|
t
|
Sig.
|
|
B
|
Std.Error
|
Beta
|
|
1
|
(Constant)
|
4,948
|
4,113
|
|
1,203
|
0,237
|
|
2
|
X1
|
0,568
|
0,131
|
0,579
|
4,339
|
0,000
|
|
3
|
X2
|
0,269
|
0,121
|
0,297
|
2,223
|
0,033
|
In the table above, the
results obtained:
a.
The work environment (X1) has a sig value. at
the number (0.000) the number is smaller than the number (0.05) than the sig
value. listed have significant meaning. The number of t-count 4.337 in the
table is clearly visible where t-count has a larger number than t-table 2.030. It
is sought based on the formula df = n-k, so it will be found that H0 will be
rejected and then Ha will be accepted. So it can be said that the work
environment factor as an independent factor has a positive and significant
influence on a dependent factor. Employee job satisfaction at the BPN west Aceh
Office.
b.
Promotion (X2) has a value of sig. at the
number (0.033) the number is smaller than the number (0.05) than the sig value.
listed have significant meaning. The number of t-count 2.223 in the table is
clearly visible where t-count has a larger number than t-table 2.030. It is
sought based on the formula df = n-k, so it will be found that H0 will be
rejected then Ha will be accepted. So it can be said that the work environment
factor as an independent factor has a positive and significant influence on a
dependent factor. Employee job satisfaction at the BPN West Aceh Office.
Table 4
Simultaneous Test (F)
ANOVAa
|
Model
|
Sum
of Squares
|
df
|
Mean
Square
|
F
|
Sig.
|
|
1.
Tota Residual Regression
|
475,512
|
2
|
237,756
|
30,943
|
0,000b
|
|
261,244
|
34
|
7,684
|
|
|
|
763,757
|
36
|
|
|
|
Y: Dependent variable
(Constant), X1, X2: Predictors
Based on the results of the
analysis above, it is obtained that F count 30.943 has a larger number than F table
3.260 with a significance of 0.000 less than 0.05, it can be said that H0 is
rejected and Ha is accepted. This shows that there is a positive and also
significant effect of both environmental factors and their joint promotion on
satisfaction. So the work environment and promotion together show that there is
a positive and significant impact on the satisfaction of the personnel at the
West Aceh BPN Office. It can be concluded that every increase that occurs in the
work environment and promotion simultaneously, there is also an increase that
occurs in employee job satisfaction at the BPN West Aceh Office.
2. Discussion
In our discussion, we will
get an explanation of the survey that has been researched in order to find and
aim to determine the effect of the work environment and job promotion on job
satisfaction for BPN West Aceh office employees.
a.
The Effect of Work Environment on Job
Satisfaction
The survey conducted shows that the
environment has a positive and significant effect on job satisfaction of the employees
of the BPN West Aceh Office. The positive impact can be understood as the work
environment directly affects job satisfaction, but what is important is the
level of confidence in the credibility of the claim that the work environment
affects job satisfaction on which job satisfaction can be relied on. Previous
research conducted (Nasib & Martin, 2018)
(Fate, 2019) (Nasib; Ratih Amelia, 2018) claims that the work environment has a
positive and significant effect on employee job satisfaction.
b.
The Effect of Job Promotion on Job
Satisfaction
The survey conducted shows that promotion has
a positive and significant effect on job satisfaction of the employees of the
West Aceh BPN Office. The positive impact can be interpreted as a promotion
that directly affects job satisfaction and a significant impact shows the
credibility of the claim that the promotion affects job satisfaction. This
study supports previous research conducted by (Ballian, 2020), (Pebri, 2020),
(Martin, 2020) stating that job promotion has a positive and significant effect
on job satisfaction.
c.
The Influence of Work Environment and Position
Promotion on Job Satisfaction
The survey conducted found that the work
environment and promotion at the same time had a positive and significant
influence on job satisfaction of the employees of the West Aceh BPN Office.
This positive impact can be interpreted as an improvement in the work
environment and promotion in line with an increase in job satisfaction,
significance on the other hand means the level of confidence that ensures that
the work environment and promotion simultaneously affect the job satisfaction
of BPN west Aceh employees is very good and reliable.
CONCLUSION
The conclusions obtained from the results of the analysis
and discussion that have been explained in previous chapters, the formulations
taken by the researchers are: First, the work environment (X1) has a positive
and significant influence on employee job satisfaction (Y) at thse West Aceh
BPN Office, in other words the better the work environment, the more
comfortable and satisfied the employees who work at the BPN West Aceh office
will be. The second promotion (X2) has a positive and significant influence on
the satisfaction experienced by employees (Y) at the BPN West Aceh office, in
the words In other words, the higher the promotion to be given, there will be
an increase in employee job satisfaction at the West Aceh BPN Office. And
finally, the work environment (X1) and promotion (X2) simultaneously have a
positive and significant influence on employee job satisfaction (Y) at the West
Aceh BPN Office. This means that every increase between (X1) and (X2) will
simultaneously increase (Y).
As for some suggestions from the researcher, namely the
West Aceh BPN Office can improve the quality of employee job satisfaction by
making improvements based on the elements of the work environment, this can be
done by paying attention to the comfort of employees in the workplace. And also
the West Aceh BPN Office needs to improve the quality of employee job
satisfaction, by increasing the frequency of promotions, this can be done by
paying more attention to experienced and talented employees in carrying out the
tasks they are doing so that they can be promoted. For further researchers,
they can continue studies and surveys using other variables that can affect job
satisfaction other than work environment and job promotions to get a more
complete picture of job satisfaction of BPN West Aceh employees.
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