Analysis of Work Environment, Job Training and Career Development on the Performance of District Court Employees in the Jurisdiction of the High Court with Job Satisfaction as a Mediating Variable

Heru Saputra; Kabul Wahyu Utomo; Heffi Christya  Rahayu

doi:10.37899/journal-la-sociale.v6i4.2126

Heru Saputra Pasca Sarjana Manajemen, Fakultas Ekonomi, Universitas Terbuka, Indonesia
Kabul Wahyu Utomo Magister Manajemen Universitas Terbuka, Indonesia
Heffi Christya Rahayu Fakultas Ekonomi, Universitas Pasir Pangaraian, Indonesia

DOI: https://doi.org/10.37899/journal-la-sociale.v6i4.2126

Keywords: Employee Performance, Job Satisfaction, Work Environment, Training, Career Development

Abstract

The purpose of this study is to prove the significant direct influence of work environment variables, training, career development on employee performance and job satisfaction and to prove the significant indirect influence through mediation of job satisfaction between work environment, training, and career development on employee performance. This study was conducted on employees of the District Court Office in the Riau High Court jurisdiction with a population of all employees of the District Court in the Riau High Court jurisdiction totaling 215 people. The number of samples taken was 138 people where the sampling technique was carried out using probability sampling. The independent variables are work environment (X1), training (X2) and career development (X3), the mediating variable is job satisfaction (Z) and the dependent variable is employee performance (Y). The research data were analyzed using the Structural Equation Model-Partial Least Square (SEM-PLS) method with measurements using a Likert scale. The direct influence hypothesis test obtained a positive and insignificant influence between training (X1) on employee performance (Y), then a positive and significant influence between training (X2), career development (X3), and job satisfaction (Z) on employee performance (Y) and the work environment (X1), training (X2) and career development (X3) had a positive and significant influence on job satisfaction (Z). The indirect influence hypothesis test obtained a positive and significant influence between the work environment variable (X1), job training variable (X2), and career development (X3) on employee performance (Y) mediated by job satisfaction (Z).

References

Ahakwa, I., Yang, J., Tackie, E. A., & Atingabili, S. (2021). The influence of employee engagement, work environment and job satisfaction on organizational commitment and performance of employees: A sampling weights in PLS path modelling. SEISENSE Journal of Management, 4(3), 34–62. https://doi.org/10.33215/sjom.v4i3.641

Aminah. (2021). Pengaruh fasilitas kerja, lingkungan kerja non fisik dan kepuasan kerja terhadap kinerja karyawan di PT Jovan Technologies. UBP Repository. http://repository.upbatam.ac.id/id/eprint/905

Anam, K., & Rahardja, E. (2017). Pengaruh fasilitas kerja, lingkungan kerja non fisik dan kepuasan kerja terhadap kinerja karyawan (Studi pada Pegawai Dinas Perindustrian dan Perdagangan Provinsi Jawa Tengah). Diponegoro Journal of Management, 6(4), 502–512.

Aturrohma, S. Q., & Nainggolan, B. M. (2022). Pengaruh pelatihan dan motivasi terhadap kinerja karyawan melalui kepuasan kerja pada departemen produksi di PT. Lion Boga. Jurnal Human Capital Development, 9(1), 1–14.

Barba Aragón, M. I., Jiménez Jiménez, D., & Sanz Valle, R. (2014). Training and performance: The mediating role of organizational learning. BRQ Business Research Quarterly, 17(3), 161–173. https://doi.org/10.1016/j.cede.2013.05.003

Cheung, G. W., Cooper-Thomas, H. D., Lau, R. S., & Wang, L. C. (2023). Reporting reliability, convergent and discriminant validity with structural equation modeling: A review and best-practice recommendations. Asia Pacific Journal of Management. Springer US.

Danang, S. (2012). Manajemen sumber daya manusia. PT Buku Seru.

Dash, G., & Paul, J. (2021). CB-SEM vs PLS-SEM methods for research in social sciences and technology forecasting. Technological Forecasting and Social Change, 173, 121092. https://doi.org/10.1016/j.techfore.2021.121092

El Hajjar, S. T., & Alkhanaizi, M. S. (2018). Exploring the factors that affect employee training effectiveness: A case study in Bahrain. SAGE Open, 8(2). https://doi.org/10.1177/2158244018783033

Fauziyana, E., Wijayanti Wardoyo, D. T., & Witjaksono, A. D. (2022). The role of motivation in mediating the influence of career development on employee performance. Management and Economics Journal (MEC-J), 6(1), 67–80. https://doi.org/10.18860/mec-j.v6i1.13973

Gelencsér, M., Kőmüves, Z. S., Hollósy-Vadász, G., & Szabó-Szentgróti, G. (2024). Modelling employee retention in small and medium-sized enterprises and large enterprises in a dynamically changing business environment. International Journal of Organizational Analysis. https://doi.org/10.1108/IJOA-09-2023-3961

Handayani, H., Echdar, S., & Kitta, S. (2024). Pengaruh pelatihan dan motivasi kerja terhadap kinerja petugas teknis Dinas Peternakan dan Perkebunan Kabupaten Pinrang melalui kepuasan kerja. Jurnal Aplikasi Manajemen & Kewirausahaan MASSARO, 6(1), 1–13. https://doi.org/10.37476/massaro.v6i1.1540

Hasibuan, M. S. P. (2003). Manajemen sumber daya manusia. PT Bumi Aksara.

Hermawati, K. (2019). The effect of career development and characteristic of individuals on performance of employees in Indonesian Art Institute Denpasar through motivation as mediation. International Journal of Sustainability, Education and Global Creative Economic, 2(2), 108–115. https://doi.org/10.1234/ijsegce.v3i1.96

Hooper, D., Coughlan, J., & Mullen, M. R. (2008). Structural equation modelling: Guidelines for determining model fit. Electronic Journal of Business Research Methods, 6(1), 53–60.

Hosen, S., Hamzah, S. R. A., Arif Ismail, I., Noormi Alias, S., Faiq Abd Aziz, M., & Rahman, M. M. (2024). Training & development, career development, and organizational commitment as the predictor of work performance. Heliyon, 10(1), e23903. https://doi.org/10.1016/j.heliyon.2023.e23903

Hurun’in, & Kurniawan, E. R. (2023). Pengaruh lingkungan kerja terhadap kinerja karyawan pada PT. XYZ. Journal Economic Insights, 2(2), 165–170. https://doi.org/10.51792/jei.v2i2.74

Jasrol, M., Saputra, D., & Suyono, S. (2022). The effect of motivation and career development on organizational commitment at employees PT. XXX. International Journal of Social Science, Education, Communication and Economics (SINOMICS JOURNAL), 1(5), 719–730. https://doi.org/10.54443/sj.v1i5.81

Lelo, J. M. (2024). The effect of work environment on employees’ job satisfaction: Empirical evidence from the banking industry. Jurnal Manajemen Teori dan Terapan (JMTT), 17(1), 149–162. https://doi.org/10.20473/jmtt.v17i1.54567

Mangkunegara, A. A. A. P. (2011). Manajemen sumber daya manusia perusahaan. Remaja Rosdakarya.

Munawaroh, Y., Yuniarti, D., & Hayati, N. M. (2015). Analisis regresi variabel mediasi dengan metode kausal step (Studi kasus: Produk Domestik Regional Bruto (PDRB) perkapita di Provinsi Kalimantan Timur tahun 2011–2013). Jurnal Eksponensial, 6(2), 193–199.

Noe, R. A. (2020). Employee training & development (8th ed.). McGraw-Hill.

Ratnasari, S. L., Sutjahjo, G., & Adam. (2019). The employee performance: Career development, work motivation, and job satisfaction. Proceedings of the International Conference on Organizational Innovation (ICOI), 100, 583–589. https://doi.org/10.2991/icoi-19.2019.102

Robbins, S. P., & Judge, T. A. (2013). Organizational behavior (15th ed.). Prentice Hall.

Sahir, S. H. (2021). Metodologi penelitian (1st ed.). Penerbit KBM Indonesia.

Sari, I. P., & Rahyuda, A. G. (2022). Pengaruh pengembangan karir terhadap kinerja karyawan yang dimediasi kepuasan kerja pada bank saat pandemi COVID-19. Bisma: Jurnal Manajemen, 8(2), 311–320.

Sedarmayanti. (2017). Perencanaan dan pengembangan SDM untuk meningkatkan kompetensi, kinerja dan produktivitas kerja. PT Refika Aditama.

Setiawan, I., Ekhsan, M., & Parashakti, R. D. (2021). Pengaruh pelatihan terhadap kinerja karyawan yang dimediasi kepuasan kerja. Jurnal Perspektif Manajerial dan Kewirausahaan (JPMK), 1(2), 186–195. https://doi.org/10.59832/jpmk.v1i2.32

Setyaji, C., & Rijanti, T. (2022). Pengaruh lingkungan kerja, disiplin kerja dan kepuasan kerja terhadap kinerja karyawan (Studi pada karyawan PT. Jaykay Files Indonesia Semarang). Jurnal Mirai Management, 7(2), 299–308. https://doi.org/10.37531/mirai.v7i2.2411

Siagian, S. P. (2008). Manajemen sumber daya manusia (Cet. ke-16). Bumi Aksara.

Sugiarti, E. (2022). The influence of training, work environment and career development on work motivation that has an impact on employee performance at PT. Suryamas Elsindo Primatama in West Jakarta. International Journal of Artificial Intelligence Research, 6(1). https://doi.org/10.29099/ijair.v6i1.304

Taheri, R. H., Miah, M. S., & Kamaruzzaman, M. (2020). Impact of working environment on job satisfaction. European Journal of Business and Management Research, 5(6).

Tsauri, S. (2013). MSDM - Manajemen sumber daya manusia (1st ed., Vol. 35, Issue 17). STAIN Jember Press.

Victoria, E., & Edalmen, E. (2024). Peran kepuasan kerja sebagai mediasi pada pengaruh lingkungan kerja terhadap kinerja karyawan. Jurnal Manajerial dan Kewirausahaan, 6(3), 580–589. https://doi.org/10.24912/jmk.v6i3.31589

Weng, Q., McElroy, J. C., Morrow, P. C., & Liu, R. (2010). The relationship between career growth and organizational commitment. Journal of Vocational Behavior, 77(3), 391–400. https://doi.org/10.1016/j.jvb.2010.05.003

Yani, I. (2023). Analisis dampak lingkungan kerja terhadap kinerja karyawan di mediasi oleh motivasi kerja pada Dinas Pemuda dan Olahraga Provinsi Sumatera Utara. JIMEIS, 3, 455–467.