THE EFFECT OF WORK ENVIRONMENT, WORK DISCIPLINE, AND WORK MOTIVATION ON EMPLOYEE PERFORMANCE WITH JOB SATISFACTION AS AN INTERVENING VARIABLE IN THE EDUCATION AND CULTURE DEPARTMENT OF PADANG CITY

PENGARUH LINGKUNGAN KERJA, DISIPLIN KERJA DAN MOTIVASI KERJA TERHADAP PRESTASI KERJA PEGAWAI DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA DINAS PENDIDIKAN DAN KEBUDAYAAN KOTA PADANG

Abstract

This study examines the influence of work environment, work discipline, and work motivation on employee performance, with job satisfaction as an intervening variable at the Department of Education and Culture of Padang City. The scope of the research focuses on internal organizational factors affecting employee performance within a government institution. The objective is to analyze both direct and indirect relationships among variables and to test the mediating role of job satisfaction. The research employed a quantitative method using Structural Equation Modelling (SEM) with SmartPLS. The population consisted of 40 permanent employees, and a saturated sampling technique was applied, meaning all members of the population were used as samples. Primary data were collected through questionnaires and interviews, while secondary data were obtained from literature studies. The findings reveal that the work environment has a significant effect on both job satisfaction and employee performance. Work discipline significantly affects performance but has no significant effect on job satisfaction. Work motivation shows no significant effect on either job satisfaction or performance. Job satisfaction significantly influences employee performance and mediates the relationship between the work environment and performance, but it does not mediate the effects of work discipline and motivation. The main conclusion emphasizes that improving the work environment is the most dominant factor in enhancing both job satisfaction and employee performance. Job satisfaction plays a crucial mediating role, while discipline and motivation tend to influence performance directly rather than through job satisfaction.