Effect of Occupational Health Safety, Work
Discipline, Motivation, and Work Environment on Employee Performance
Tasya Meyrizka Djanuar1, Herry Krisnandi2, Kumba Digdowiseiso3*
Faculty of Economics and Business, Universitas Nasional1,2,3,
Email: [email protected]1, [email protected]2,
[email protected]3*
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ABSTRACT |
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Occupational Health and Safety, Work Discipline,
Motivation, Work Environment and Employee Performance. |
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This study aims to determine and
analyze the effect of occupational health and safety, work discipline,
motivation, and work environment on the performance of PT employees.
Pangansari Utama. This type of research uses descriptive quantitative
methods, inferential analysis using primary data in a questionnaire to 100
respondents, and data analysis using multiple linear analysis. The following
regression equation is obtained from the data that met the validity,
reliability, classical assumption, and model tests: Y = 5.369 + 0.280 X1 +
0.229 X2 + 0.186 X3 + 0.219 X4. The results showed that occupational health
and safety, work discipline, motivation, and work environment positively and
significantly affected employee performance. A significant variable is occupational
health and safety (X1), with a significant level of 0.001. To improve
employee performance, PT. Pangansari Utama needs to pay attention and know
the problem because it can be used to correct weaknesses and maintain the
effectiveness of occupational health and safety, work discipline, motivation
and work environment properly and maximally. |
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In the era of globalization
marked by changes in the condition of the Indonesian economy, this arises
because of a demand that an organization must meet. One of them is with
organizations that responsively face changes that occur. Changes not only
externally but also internally. Often we find problems that cause an
organization to fail to achieve the goals that have been set. Both because of
the inability to adapt to technology, compete with other organizations, or the
low quality of human resources that decline in an organization.
Human resources are assets for
the organization, which essentially functions as a driving factor for an
activity contained in it. Because human resources mean the main capital in
planning, organizing, directing, and moving other resources in an organization,
there is good management, especially human resources. Human resource
management, according to Samsudin (2012), "is a management activity that
includes utilization, development, assessment, reciprocal rewards for humans to
become members of organizations or business companies."
Meanwhile, as Simamora (2013:4)
points out, "human resources are the use, assessment, compensation, and
individual council of associations or groups of workers." According to
experts, it can be said that human resources, have a definition as organizing,
coordinating, coordinating, and managing the acquisition, development, payment,
mixing, maintenance, and end of the organization in an integrated manner.
In a company, there needs to be
human resources that meet the quality, quantity and working conditions that are
expected to help advance the company in the era of globalization. Because human
resources are an important role in the success of companies and organizations,
therefore human resources must be considered specifically in order to achieve
the same goals that have been set in a company. With the health and safety in
the work environment, it will have a very good and safe effect on doing a job,
especially during the current pandemic requires medical devices, be it vitamins
or other medical devices to facilitate the work of employees so they are not
too vulnerable to accidents while working.
Success in the organization is
determined by the development of human resources. Nawawi (2011), "Human
Resources (HR) are people who work and function as company assets that can be
calculated by number (quantitative). Then, HR is the potential that becomes a
driving force in the organization. Human resources have a very strategic
position in the organization, which means that humans play an important role in
carrying out an activity to achieve goals." "Human resource
management is the science and art of controlling the bonds and roles of the
workforce so that it is efficient and effective in supporting the realization
of industrial goals, employees, and citizens (M. Hasibuan, 2011)."
It is said that the factor that
affects employee performance is occupational health and safety which Nurmalita
(2018) said "Occupational safety and health is a science and art in
managing hazards and risks in order to create safe and healthy working
conditions. The expanded use of technology in various areas of business can
also lead to an increased risk of related accidents and infection of
business-related diseases that jeopardize the health, safety, and assistance of
representative governments." To discover the various hazards identified
with employment, it is important to expand representative insurance through K3
programs for occupational welfare. Because, in addition to providing a sense of
inner harmony, words related to occupational health and safety also greatly
affect efforts to develop employee performance further.
Employee performance can be
influenced by the discipline of research conducted by Beby Silvya (2019).
"Work discipline is a force that develops within the employee body and
causes employees to conform to voluntary and regulatory decisions and high values
in work and behavior." Hamali (2016) "Work discipline has a positive
and significant effect on employee performance variables, because it is formed
with leaders to be applied to subordinates so as to make awareness of certain
expectations of their work because representatives know about their commitment
and will focus on the big work bringing agreement with predetermined
principles."
Employee performance can be
affected by motivation. According to Hasibuan (2011), "motivation is a
hall that creates, channels, and helps human behavior to be active in achieving
optimal results. In the company, motivation is very important. Employees who
have high job inspiration can empower work by being more passionate and making
positive commitments. Everyone needs inspiration, for this situation employees
really need something that encourages them to support themselves."
Motivation to create maximum results that exceed ability expectations.
Employee performance is
influenced by the work environment. The results of research from Enita
Yuliasari, Nur Hidayati (2017) on "work environment variables and employee
performance show that the work environment has a very positive and significant effect
on employee performance." (Sedarmayanti, 2001) "The work environment
is tools, equipment and all materials encountered in the environment around the
worker's place, using its work methods and existing regulations in the company
which as a group can be concluded that good working environment conditions
prioritize good employee performance and are affected by the increase in
employee performance levels."
According to Abdullah (2014)
"performance is work performance that is the result of the implementation
of work plans made by an institution implemented by leaders and employees
working in both government and company agencies to achieve goals. Performance
is a concept that includes 3 categories, namely attitude, ability and
accomplishment."
Labor protection will be higher
along with industrialization and technology. This condition certainly requires
companies to increase labor protection can be better in terms of performance,
occupational health and occupational safety at work which will affect employee
performance. To achieve high performance, companies also face obstacles,
including collaborating with human resources.
PT Pangansari Utama (PSU) is an
Indonesia-based food management, logistics, retail and facilities support
company with world-class capabilities. We are the largest industrial food
catering and distribution company in Indonesia, and provide integrated
housekeeping and food distribution services to energy mining and exploration
sites in remote areas. The integrated approach allows PSUs to design
cost-effective and seamless solutions for all customer support needs under one
roof, freeing clients to focus on their core business. PSUs are ISO 9001:2015,
ISO 22000:2005, OHSAS 18001:2007 and ISO 14001:2015 certified, and rated by
NOSA Occupational Health and Safety. Being a leader in its field, PSU regularly
supplies to renowned multinational and domestic companies, including handling
the needs of long-distance oil and gas operations as far as Africa, Mongolia,
and Singapore.
With a proven track record of
excellence over these decades. It's no wonder that PSUs have become the
provider of choice in the catering industry. Increasing the performance of
human resources who will work in the company can ensure occupational health and
safety, and increasing work discipline, motivation and work environment will
improve employee performance more optimally and maximally. Because every job
contains risks that can endanger occupational health and safety. The problems
faced in this company are about health and safety, work discipline, motivation
and work environment, which will have an impact on employee performance. In
accordance with the vision and mission that makes a trusted and competitive
goods and services trading company that prioritizes services with the support
of strong resources and institutions for interested parties. And has a mission
to support government programs in the field of economy and people's welfare as
well as equitable development in creating their businesses.
The following is employee
performance appraisal data based on the work behavior of PT. Pangansari Utama
for the last 3 years in 2018-2020 in the graph below.
Figure 1. Employee Performance
Appraisal Power
Data Source : PT Pangansari Utama
Based on employee performance
appraisal data at PT. Main Food. It is stated that the implementation of health
management and work safety of PT. Pangansari Utama runs in accordance with
expectations, namely to reduce fluctuations, where fluctuations are caused by
aspects of evaluating the work performance of PT. Pangansari Utama is in the
form of employee performance targets and employee behavior. The occurrence of
these fluctuations can mean that employee performance cannot be said to be
optimal, because realization has not reached the target number that has been
set, which is 100%. The fluctuating average state of employee performance
appraisal is indicated or influenced by occupational health and safety, work
discipline, motivation, and work environment.
This study aims to investigate
the effect of occupational health and safety, work discipline, motivation, and
work environment on employee performance at PT. Main Food. The problem
formulation includes questions regarding the impact of occupational health and
safety, work discipline, motivation, and work environment on employee
performance. The purpose of the study involves an analysis of the influence of
these aspects on employee performance. The benefits of research are expected to
provide valuable input for companies, academics, and society. For companies,
the results of the research are expected to be taken into consideration to
improve employee performance. For academics, this research can increase
knowledge about factors that affect employee performance. Meanwhile, for the
community, research results are expected to be a useful reference source in the
development of science related to occupational health and safety, work
discipline, motivation, and work environment.
METHODS
This study uses an explanatory
research design that aims to analyze the effect of occupational health and
safety, work discipline, motivation, and work environment on employee
performance at PT. Pangansari Utama East Jakarta. The population of this study
was all employees of PT. Pangansari Utama which amounted to 235 people. The
sample was selected using the Simple Random Sampling method, where 148
employees were selected as research respondents. The instrument used in data
collection is a questionnaire filled out by respondents through the Likert
scale with categories Strongly Agree, Agree, Hesitate, Disagree, and Strongly
Disagree. The variables measured include occupational health and safety, work
discipline, motivation, work environment, and employee performance. Secondary
data is also obtained from internal company documentation related to employee
performance.
Data analysis was performed by
descriptive analysis methods, inferential analysis, and multiple linear
regression analysis. Validity and reliability tests are conducted to ensure the
quality of data collection instruments. Classical assumption tests, including
normality, multicollinearity, autocorrelation, and heteroscedasticity, are used
to ensure the fit of regression models. The f test and coefficient of
determination are performed to evaluate the feasibility of the model, while the
t test is used to test the partial effect of the independent variable on the
dependent variable.
RESULTS
The validity test was conducted
to measure the validity of the questionnaire using the calculation of r count
and r table at a significance level of 0.05. The results show that all
statements or indicators on the questionnaire are valid, with r count greater
than r table. Reliability tests were conducted to measure the consistency of
measuring instruments using Cronbach's Alpha, and all variables (occupational
health and safety, work discipline, motivation, work environment, and employee
performance) were declared good with alpha values greater than 0.6. Thus, it
can be concluded that the questionnaires used in this study have sufficient
validity and consistency.
Classical Assumption Test Analysis
Normality
Test
The normality test is useful for
knowing whether in the Regression model the independent variables and bound
variables are normally distributed or not. The normality test can be done with the
Kolmogorov – Smirnov One Simple Test, that is, if it is significant
>0.05, the data is normally distributed. Meanwhile, if it is significant
<0.05 that the data is not normally distributed. The normality test results
can be seen in the table below:
Table 1. Normality Test Results
Unstandardized
Residual
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N
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100
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Normal Parametersa.b
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Mean
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.000000
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Std.
Deviation
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1.89374055
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Most
Extreme Differences
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Absolute
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.052
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Positive
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.047
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Negative
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-.052
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Test
Statistic
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.052
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Asymp.
Sig. (2-tailed)
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.200c,d
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a. Test
distribution is Normal
b. Calculated
from data
c. Lilliefors
Significance Correction
d. This is a
lower bound of the true significance
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Source: Data processed with SPSS
23 of 2022
The result from table 1 above
shows that the value of Asymp Sig. (2- tailed) is 0.200. Which means the
regression model in this study the dependent and independent variables have a
normal sample distribution based on their significance value > a = 0.05. So
it can be said that the distribution of employee performance results derived
from health and work safety, work discipline, motivation and work environment
is normally distributed at a significant level = 0.05.
Multicollinearity Test
The multicollinearity test is
useful to determine whether there is / is not a deviation from the classical
assumption of multicollinearity, namely the existence of a linear relationship or the value of variance inflation factor
(VIF), if the Tolerance value is
>0.1 or VIF <10, then it can be said that multicollinearity does not
occur in the model studied. To find out whether multicollinearity occurs can be
seen in table 2 below:
Table 2. Multicollinearity Test Results
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Model |
Collinearity
Statistics |
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Tolerance |
BRIGHT |
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1 |
Occupational
Health and Safety |
.990 |
1.010 |
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Work
Discipline |
.819 |
1.221 |
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Motivation |
.824 |
1.213 |
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Work
Environment |
.792 |
1.263 |
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a. Dependent
Variable: Employee Performance |
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Source: Data processed with SPSS
Version 23 of 2022
Based on table 2 (Coefficients) it can be seen if the variance
inflation factor (VIF) of each independent variable has the following
values:
a)
The VIF value for the Occupational
Health and Safety (X1) variable is 1,010 <
10 and the tolerance value is 0.990 >0.10.
b)
The VIF value for the Work
Discipline variable (X2) is 1,221 <
10 and the tolerance value is 0.819 >0.10
c)
The VIF value for the Motivation
variable (X3) is 1,213 < 10 and the tolerance value
is 0.824 >0.10
d)
The VIF value for the Work
Environment variable (X4) is 1,263 <
10 and the tolerance value is 0.792 > 0.10
Of the four VIF values, it
produces a number that is less than 10 and a tolerance value of more than
0.1. In this case means in the regression model does not contain
multicollinearity.
The
Automobile
Autocorrelation test means that
there is a strong correlation in observations between one and other
observations arranged in a time series. A good regression equation is one that
does not have autocorrelation. The test method uses the Durbin Watson (DW) test. To detect the presence or absence of
autocorrelation, then if the DW value lies between DU and 4-DU, then no
autocorrelation occurs. The results of autocorrelation testing can be seen in
table 4.14 below:
Table 3. Autocorrelation Test Results
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Model Summaryb |
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Model |
R |
R Square |
Adjusted R
Square |
Std. Error
of the Estimate |
Durbin-Waston |
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1 |
.573a |
.329 |
.300 |
1.933 |
2.217 |
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a. Predictors: (Constant), Work Environment (X4)
Occupational Health and Safety (X1), Motivation (X3), Work Discipline (X2) b. Dependent Variable: Employee Performance (Y) |
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Source: Data processed with SPSS Version 23
of 2022
Based on the results of the
autocorrelation test in table 3 the DW value is 2.217 compared to the DW value
The table uses a significance of 5% with the number of n (100) and the
independent variable of 4 (k = 4), then in the DW table the value of dL =
1.5922 and dU = 1.7582 and less than 4 -dU = 2.2418. This is in accordance with
the decision criteria, namely DU < DW <4-DU (1.5922 < 2.217 <
2.2418), so DW is located between DU and 4-DU, so it can be concluded that
autocorrelation does not occur.
Heteroscedasticity Test
The heteroscedasticity test using
scatterplot graphs aims to test
whether in the regression model there is a variance inequality from
the residual of one observation to another. A good regression model that does
not occur hetercosteddasticity. One way to detect heterokedasticity or not is
to look at the scatterplot graph in the predicted value of the dependent
variable (ZPRED) and its residual value (SRESID). The decision-making criterion
is: If the points in the resulting image make a certain orderly pattern,
heteroscedasticity has occurred. but if it spreads without forming a certain
pattern, then the model does not occur heteroscedasticity. The
heteroscedasticity test can be reviewed in the picture below:
Figure 2. Heterokedasticity Test
Source: Data Processed using SPSS 23 of 2022
In figure 2
above, the points on the scatterplot graph have a clear scatter pattern and they spread above and below
0 on the Y-axis, thus showing that there is no heteroscedasticity disorder.
Inferential Analysis Methods
Inferential analysis is an
analysis that emphasizes the influence of independent variables and dependent
variables by using hypothesis tests and concluding hypothesis results.
Double Linear Regression Analysis
Multiple linear regression
analysis is a form of analysis that discusses the extent to which the influence
of the independent variable (X) on the dependent variable (Y). Where the
independent variables are Occupational Health and Safety (X1), Work Discipline
(X2), Motivation (X3), and Work Environment (X4) and the dependent variable is
Employee Performance (Y). In calculating the regression coefficient in this
study using the SPSS 23 program. Below is the output presented in table 4.15 as
follows:
Table 4. Multiple Linear
Regression Test Results
Model
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Unstandardizes
Coefficients
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Standardized
Coefficients
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B
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Std. Error
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Beta
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t
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Say.
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1
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(Constant)
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5.369
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2.692
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1.994
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.049
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Occupational
Health and Safety (X1)
|
.238
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.072
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.280
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3.317
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.001
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Work
Discipline (X2)
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.197
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.080
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.229
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2.470
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.015
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Motivasis
(x3)
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.166
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.082
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.186
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2.009
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0.47
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Work
Environment (X4)
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.191
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.082
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.219
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2.321
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.022
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a. Dependent
Variable: Employee Performance (Y)
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Source: Data processed with SPSS 23 of 2022
Y
= 0.280 X1
+ 0.229 X2 + 0.186 X3 + 0.219
X4
Based on table 4 above, it can be
seen that multiple linear regression coefficients have regression equations,
namely:
Information:
Y = Employee Performance
X1 = Occupational Health and Safety
X2 = Work Discipline
X3 = Motivation
X4 = Work Environment
From the equation above, it can
be explained that the results of multiple linear regression have conclusions,
namely:
a)
In the occupational health and safety variable, there are
positive implications in the regression coefficient of 0.280 so that it can be
concluded that every increase in occupational health and safety variability
will also increase in employee performance by 28% assuming other independent
variables have a fixed value. Improvements in occupational health and safety
can improve employee performance.
b)
In the work discipline variable, there is a positive
implication in the regression coefficient of 0.229 so that it can be concluded
that every increase in the work discipline variable will also increase in
employee performance by 22.9% assuming other independent variables have a fixed
value. Improvement in work discipline in employees can improve employee
performance.
c)
In the motivation variable, there is a positive
implication in the regression coefficient of 0.186 so that it can be concluded
that every increase in the motivation variable will also increase in employee
performance by 18.6% assuming other independent variables have a fixed value.
Increased motivation in employees can improve employee performance.
d)
In the work environment variable, there is a positive
implication in the regression coefficient of 0.219 so that it can be concluded
that every increase in the work environment variable will also increase in
employee performance by 21.9% assuming other independent variables have a fixed
value. Improvements in the work environment can improve employee performance.
Model
Qualification Test Analysis
Uji Simultan
(Uji F)
Test F is used to test whether
the analyzed model has a feasibility level is whether the variables used by the
model or to describe the 5 models analyzed by testing use a significance level
of 5% (a = 0.05). In this ANOVA table aims to examine the significant effect of
occupational health and safety, work discipline, motivation and work
environment on employee performance. Decision-making indicators as follows:
a)
If
Fcalculate is at sig 0.05, then Ho is rejected (regression model declared valid)
b)
If
Fcalculate is at sig 0.06, then Ho is accepted (regression model declared invalid)
Table 5. F
Test Results
|
ANOVA |
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Model |
Sum of
Square |
df |
Mean
Square |
F |
Say. |
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1 |
Regression |
173.801 |
4 |
43.450 |
11.626 |
.000b |
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Residual |
355.039 |
95 |
3.737 |
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Total |
528.840 |
99 |
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a. Dependent Variable:
Employee Performance (Y) b. Predictors:
(Constant), Work Environment (X4), Occupational Health and Safety (X1),
Motivation (X3), Work Discipline (X2) |
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Source: Data processed using SPSS 23 of 2022
Based on the table above, it can be seen that, the
calculated F value of 11,626 with
a significant level of 0.000 this means that it is rejected. So it can be
stated if occupational health and safety, work discipline, motivation and work
environment simultaneously have a real effect on employee performance. This
states that the regression model is declared valid and can be done for further
analysis.
Test Coefficient of Determination (R2)
The Coefficient of Determination
(R2) is a dimension to recognize the suitability or determination of the
analytical model that has been made. As large as the value of Coefficient
Determination, then the good seedling of independent variable ability describes
the dependent variable. Below is a table of the results of the coefficient of
determination test in this study which was processed using the SPSS 23 program.
Table 6. Test Results of Coefficient of Determination
(R2)
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Model Summaryb |
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Model |
R |
R Square |
Adjusted R
Square |
Std. Error
of the Estimate |
|
1 |
.573a |
.329 |
.300 |
1.933 |
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a. Predictors: (Constant), Work Environment (X4)
Occupational Health and Safety (X1), Motivation (X3), Work Discipline (X2) b. Dependent Variable: Employee Performance (Y) |
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Source: Data processed using SPSS 23 of 2022
In table 6 it is shown that the
value of R square is 0.329. based on this value it can be seen that the value
of the Coefficient of Determination (R2) is explained at 32.9%. This means
that the variables of occupational health and safety, work discipline,
motivation and work environment influence employee performance variables by
32.9% while the remaining 67.1% are influenced by other variables that were not
analyzed in this study.
The Devil (t)
The hypothesis test (t test) is
useful to determine the presence / absence of partial (individual) independent
variable impact on the dependent variable. Test the hypothesis between
occupational health and safety (X1), work discipline (X2), motivation (X3) and
work environment (X4) on employee performance (Y). That is through comparing the tcount
obtained and with the sig level < α = 0.05. The following are the results of the t test test processed
using the SPSS 23 program.
Table 7. Hypothesis Test Results (t)
Coefficient
|
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Model
|
Unstandardized
Coefficients
|
Standardized
Coefficients
|
|
|
||
B
|
Std. Error
|
Beta
|
t
|
Say.
|
||
1
|
(Constant)
|
5.369
|
2.692
|
|
1.994
|
.049
|
|
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Occupational
Health and Safety (X1)
|
.238
|
.072
|
.280
|
3.317
|
.001
|
|
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Work
Discipline (X2)
|
.197
|
.080
|
.229
|
2.470
|
.015
|
|
|
Motivasis
(x3)
|
.166
|
.082
|
.186
|
2.009
|
0.47
|
|
|
Work
Environment (X4)
|
.191
|
.082
|
.219
|
2.321
|
.022
|
a. Dependent
Variable: Employee Performance (Y)
|
||||||
Source : Data processed with SPSS 23 of 2022
Based on
the results of the t test in table 4.18 above, it can be concluded if the
results of the t test are as follows:
a) Testing the
hypothesis of occupational health and safety variables on employee performance above obtained a calculated
t value of 3,317 with a significance level of 0.001 < 0.05. This means that occupational
health and safety variables have a positive and significant effect on the
performance of PT employees. Main Food.
b) Testing the
hypothesis of work discipline variables on employee performance above obtained a calculated
value of 2,470 with a significance level of 0.015 < 0.05. This means that the variable of work
discipline has a positive and significant effect on the performance of PT
employees. Main Food.
c) Testing the
hypothesis of motivational variables on employee performance above obtained a calculated
value of 2,009 with a significance level of 0.047 < 0.05. This means that motivation variables have a
positive and significant effect on the performance of PT employees. Main Food.
d) Testing the
hypothesis of environmental variables against employee performance above obtained a calculated
value of 2,321 with a significance level of 0.022 < 0.05. This means that work environment variables
have a positive and significant effect on the performance of PT employees. Main
Food.
Discussion
The Effect of Occupational Health
and Safety on Employee Performance
Based on the results of the above
research, it can be stated that occupational health and safety has a positive
and significant effect on the performance of PT. Main Food. Namely showing that
the better occupational health and safety there is at PT. Pangansari Utama, the
more employee performance is improved by achieving the goals set by the
company.
Based on the results of the study
above, the hypothesis test (Test t) states if the occupational health and
safety variable (X1) affects employee performance (Y) by 0.280 which means that
if occupational health and safety increases, employee performance will increase
by 28%. And the results of the t test show the value above obtained tcount
of 3.317 with a significance level of 0.001
< 0.05. This means that
occupational health and safety variables have a positive and significant effect
on the performance of PT employees. Main Food.
Research
conducted by Devi Nurmelita (2018) "shows the same result is that an
increase in occupational health and safety can improve employee performance and
increase job satisfaction." As well as research tried (Munandar, 2019)
"on occupational health and safety variables and employee performance
shows that occupational health and safety are tested to have a positive and
significant influence on employee performance." (Misrawati Jalla, 2019)
"That occupational health and safety has a significant and positive
influence on employee performance."
The Effect
of Work Discipline on Employee Performance
Based on the results of the above
research, it can be stated that work discipline has a positive and significant
effect on the performance of PT. Main Food. This shows that the better the work
discipline that exists at PT. Pangansari Utama, it will also increase employee
performance by achieving the goals set in the company.
Based on the
results of the study above, the hypothesis test (Test t) shows that the
variable of work discipline (X2) affects employee performance (Y) by 0.229
which means that work discipline will increase then employee performance increases by 22.9%. And the t test results
show the value above obtained tcount of 2.470 with a significance level of 0.015 <0.05. This means
that the variable of work discipline has a positive and significant effect on
the performance of PT employees. Main Food.
This is supported by previous
research on Research conducted by Beby Silvya (2019) "on the variable of
work discipline on employee performance shows that work discipline is proven to
have a positive and significant effect on employee performance." Employee
discipline is part of performance. And research conducted (Safitriani, 2016)
"on the variable of work discipline on employee performance states that
work discipline is proven to have a positive and significant effect on employee
performance."
The Effect
of Motivation on Employee Performance
Based on the results of the above
research, it can be stated that motivation has a positive and significant
effect on the performance of PT. Main Food. This shows that the better the
motivation is in PT. Pangansari Utama, the performance of employees will also
increase by achieving the goals set by the company. Motivation is a condition
where employees need full appreciation for their work, getting a safe
atmosphere at work, security at work, good income or wages, interesting work
and disciplined or wise behavior from each leader to increase employee
performance satisfaction with the company.
Based on the results of the study
above, the hypothesis test (Test t) states that the motivation variable (X3)
affects employee performance (Y) by 0.186 which means that if motivation
increases, employee performance will increase by 18.6%. And the results of the t test show the
value above obtained tcount of 2.009 with
a significance level of 0.047 <0.05. This means that motivation variables
have a positive and significant effect on the performance of PT employees. Main
Food.
This is supported by previous
research conducted by Kartika Dewi (2017) "on the variable of motivation
on employee performance shows that motivation is proven to have a positive and
significant effect on employee performance." Employee motivation is part
of performance. And another study (Hansen Artajaya, 2020) "Motivation has
a positive and significant effect on employee performance so that it can
improve employee performance in the company. With these needs until a person is
required to work more actively at work, because a person is motivated to work
until his performance increases and goals can be achieved."
The Effect
of the Work Environment on Employee Performance
Based on
the results of the above research, it can be stated that the work environment
has a positive and significant effect on the performance of PT. Main Food. This
shows that the better the work environment at PT. Pangansari Utama, it will
also increase employee performance by achieving the goals set by the company.
The company must create a harmonious work environment in the working
relationship between leaders and subordinates to provide a sense of comfort so
that in doing work will become more enthusiastic and persistent so as to get
maximum results. That way employee performance will continue to improve.
Based on the
results of the study above, the hypothesis test (Test t) shows that the work
environment variable (X3) affects employee performance (Y) by 0.219 which means
that the work environment increases if employee performance can increase by 21.9%. And
the results of the t test show the value above obtained tcount of 2.321 with a significance
level of 0.022 < 0.05. This means that work environment variables have a
positive and significant effect on the performance of PT employees. Main Food.
This is supported by previous
research, namely the results of research from Enita Yuliasari, Nur Hidayati
(2017) "on work area variables and employee performance prove that the
work area has a positive and significant influence on employee
performance." And another research by Simbolon and Nuridin (2017) "on
work area variables and employee performance shows that the work area has a
significant positive influence on employee performance."
CONCLUSION
This study concluded that occupational health and safety,
work discipline, motivation, and work environment have a positive and
significant influence on the performance of PT employees. Main Food.
Occupational health and safety showed significance of 0.001, work discipline of
0.015, motivation of 0.047, and work environment of 0.022. Therefore, it is
advisable to companies to improve these aspects. Occupational health and safety
needs to be improved, especially in dealing with pandemic situations, to create
a safe environment and increase morale. Employee work discipline can be
improved through professional training and emphasis on responsibility. It is
also important to maintain employee motivation by providing recompense,
adequate work facilities, and providing opportunities to contribute. A good
work environment also needs to be maintained so that employees stay motivated
and can achieve company goals.
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Copyright holder: Tasya Meyrizka Djanuar1, Herry Krisnandi2, Kumba Digdowiseiso3* (2024) |
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First publication rights: International
Journal of Social Service and Research (IJSSR) |
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