The 2016 International Conference of Management Sciences (ICoMS 2016), March 10, UMY, Indonesia 188

Transcription

1 The 2016 International Conference of Management Sciences (ICoMS 2016), March 10, UMY, Indonesia 188

2 THE INFLUENCE OF EXTRINSIC MOTIVATIONAND WORK ENVIRONMENTON PERFORMANCE OF EMPLOYEES IN PT. ALAS PETALA MAKMUR Agus Frianto Program Doktor Ilmu Ekonomi, Diponegoro University ABSTRACT The company progress cannot be separated from the presence and human resources has an important role in achieving efficiency and effectiveness the organization can be managing physical resources, financial, and human beings in the most effective and efficient. Extrinsic Motivation and Work Environment is one of the factors that can affect the performance of the employees. The purpose of the study is to determine the influence of extrinsicmotivationand work environment on performance of employees in PT. Alas Petala Makmur and determine the condition of each variable. Sample that being taken171respondents with the method samples universe. Instrument of analysis use iin the research is including the validity, realibility, and multiple linear regresion analysis with the help SPSS17.Based oncausality testfounda significantpositiveeffectof extrinsic motivationand the work environmenton employee performancethe results showedthat the magnitude ofthe effectof extrinsic motivationand the work environmenton employee performancehave strong influence on employee s performance in PT. Alas Petala Makmur either partial or simultan Keywords: ExtrinsicMotivation, Work Environment, Employee Performance INTRODUCTION The organization is structured entity established to achieve specific goals with the mixing of different types of resources(ahmad et al. 2013). mergers and acquisitions lead to economic interdependence as a result of changes in technology, globalization and organizational work environment(giga S and H 2003)In any organization, human resources have an important role in achieving the efficiency and effectiveness of organizations by managing physical resources, finance, and human beings in the most effective and efficient. organizations have developed a variety of processes and procedures are complex. Management of human resources for the company is a strategic choice to do, because with the proper In competitive business environment, organizations can not afford to waste the potential of their workforce. The work environment as a practice designed to promote wider involvement of workers and organizational commitment(dana Beth Weinberg et al. 2013). The key factors in the working environment that will have a large impact on the level of motivation and employee performance (Chandrasekar 2011).Organization in terms of retaining employees, has many things to do, among others, the provision of means of information, guarantee work safety and implementing a paid activity Work environment, referred to as " working climate " or " culture ", which has a positive outcome for workers, patients and organizations(dana Beth management of resources will form an effective working unit that can improve employee performance (Suhadi. 2005). The work environment is a combination of several factors such as social support, physical working conditions, job characteristics, training and development, and communication (Malik et al. 2011).extrinsic motivation is a driving force or a push from outside who directed and supported the actions of a person to gain the satisfaction and rewards arising from the influence of outside individuals, whether because of the stimulus or stimuli, errands or even coercion from others, so that in such circumstances a person would do an action or work. LITERATURE REVIEW Weinberg et al. 2013) Employee productivity depends on the comfort level in their office(singh 2013)Extrinsic motivation is characteristic of human psychology that contributed to the level of commitment of someone who comes from outside the individual(suarli, 2002 : 30-31) Extrinsic motivation is the driving labor sourced from outside the worker as an individual in the form of a condition that required him to carry out the work to the fullest(nawawi, 2008:137) (Campbell and 1990; Dyne LV et al. 2002) menyatakan bahwa Employee performance is a multidimensional and essential for organizational success in achieving its objectives(campbell and 1990; Dyne LV et al. 2002). (Kazmi R et al. 2008)Job performance is the result of three factors : skill, effort and the nature of working conditions(kazmi R et al. 2008) The 2016 International Conference of Management Sciences (ICoMS 2016), March 10, UMY, Indonesia 189

3 . Based on the work environment studies show that employees are satisfied with their work space features. Which have a significant impact on their productivity and job satisfaction. Feature is meant here is the lighting, ventilation, access to natural light and the acoustic environment(becker 1981; Humphries 2005; Karasek and Theorell 1990; Veitch et al. 1996). the lighting The adequacy of the incoming light in the workspace. Adequate lighting in the workspace will encourage employees to work better(becker 1981; Humphries 2005; Karasek and Theorell 1990; Veitch et al. 1996; Ahyari 2005). ventilation The presence of sufficient air exchange within the workspace(becker 1981; Humphries 2005; Karasek and Theorell 1990; Veitch et al. 1996; Ahyari 2005). Workplace hygiene Clean workplace environment, in addition to nourish also the cause of pleasure, that will trigger the employee in performing their duties(becker 1981; Humphries 2005; Karasek and Theorell 1990; Veitch et al. 1996; Ahyari 2005). work equipment Availability of facilities and infrastructure of the company so that employees can carry out their duties(becker 1981; Humphries 2005; Karasek and Theorell 1990; Veitch et al. 1996; Parlinda and Wahyudin. 2004). services employee The availability of good service from the company to the employees so as to foster high morale, satisfaction, and a sense of responsibility for the completion of works tanggug larger and can keep the company's name. One of the employee 's services include the provision of toilet where the employee works(becker 1981; Humphries 2005; Karasek and Theorell 1990; Veitch et al. 1996; Ahyari 2005). Extrinsic motivation is a driving force or a push from outside who directed and supported the actions of a person to gain the satisfaction and rewards arising from the influence of outside individuals, whether because of the stimulus or stimuli, errands or even coercion from others, so that in such circumstances a person would do an action or work (Hendriyanto dkk, 2011) Compensation : The amount of benefits granted to employees, in addition to wages and salaries. Status : The level of social presence of employees in the work. Supervision : Supervision of the employer to the employee. Competition : Competition in the job. ) hypothesis H1 : the work environment influence on employee performance. H2 : extrinsic motivation influence on employee performance Method This type of research used in this study is causal is to form a causal relationship, so here are the independent and dependent variables(sugiyono 2009).Population is generalisai region consisting of : objects / subjects that have certain qualities and characteristics defined by the researchers to learn and then drawn conclusions(sugiyono 2009). The sample is part of the number and characteristics possessed by this population. sample is numbered 171 employees are taken at random from all members of the population(sugiyono 2009). With Likert scale, it will be measured variabelyang translated into indicator variables. Then indicators are used as a starting point to construct items instruments which can be a statement or a question. Instrument working environment consists of 7 items statement, extrinsic motivation instrument consisting of 6 items and a further statement of employee performance instrument consisting of 6 items statement. Validity and reliability by using a statistical method that is supported computer software / software that is using SPSS. Validity test used to measure the validity of a questionnaire. A questionnaire considered valid if the questions in the questionnaire were able to reveal something that will be measured by the questionnaire(ghozali 2005). Reliability is a tool to measure a questionnaire which is an indicator of the variables. A questionnaire said to be reliable or reliable if the answer to the statement is a consistent. Menurut, if the value of Cronbach 's Alpha > 0.60, the indicator is given to the respondent said to be reliable(ghozali 2007). This analysis is used to provide an overview or empirical description of the data collected in the study(ferdinand 2014) RESULT Table 1 Validity of Work Environment, extrinsic motivation and Employee Performance Indicator Pearson correlation coefficient Inform ation Lighting ( X11 ) 0,713 Valid Air Circulation ( X12 ) 0,674 Valid Air Circulation ( X12 ) 0,717 Valid Cleanliness Workplace ( X13 ) 0,663 Valid Work Supplies ( X14 ) 0,466 Valid Services Employees ( X15 ) 0,751 Valid Services Employees ( X15 ) 0,783 Valid Compensation ( X21 ) 0,399 Valid The 2016 International Conference of Management Sciences (ICoMS 2016), March 10, UMY, Indonesia 190

4 Compensation ( X21 ) 0,686 Valid Status ( X22 ) 0,742 Valid Status ( X22 ) 0,547 Valid Supervision ( X23 ) 0,711 Valid Competition ( X24 ) 0,724 Valid Quantity Output ( Y1 ) 0,728 Valid Quality Output ( Y2 ) 0,816 Valid Timeframe Output ( Y3 ) 0,779 Valid Attendance level ( Y4 ) 0,777 Valid Attitude Cooperative ( Y5 ) 0,668 Valid Attitude Cooperative ( Y5 ) 0,754 Valid source : Processed Data The value of the Pearson correlation coefficient ( r - count) on each item statement of work environment and motivation ektrinsik greater than the value of r table = 0.148, thus it can be concluded each item statements to measure the work environment variables Coefficients a Model a. Dependent Variable: Employee Performance ( Y ) and extrinsic motivation can be said to be valid and can be used in subsequent analysis Table 2 Realibilitas Variabel Cronb ach Alpha The critical value Informati on A regression model that is free multikolinieritas is having a VIF value of more than 1 but less than 10 and have a number of Tolerance close to 1. Based on table 4 it can be deduced that the regression model in this study is free from multicollinearity problem. Table5 Coefficient of Linear Regression Model Summary b Model R Working Environment ( X1 ) extrinsic motivation ( X2 ) R Square Collinearity Statistics Tolerance Adj uste Durbi d R n- Squ Std. Error of Watso are the Estimate n a VIF Working Environment ( 0,806 0,60 Reliabel X1 ) extrinsic motivation ( 0,701 0,60 Reliabel X2 ) Employee Performance ( Y ) 0,868 0,60 Reliabel source : Processed Data Cronbach alpha value for each variable in the working environment, extrinsic motivation and performance of employees is greater than the critical value of 0.6. It can be concluded that the work environment, extrinsic motivation and employee performance is reliable / consistent. Tabel 3 Normalitas In the graph above can be seen to have a data distribution curve that can be considered a bell-shaped. It can be concluded that the data were normally distributed. Table 4 Multikolinieritas a. Predictors: (Constant), Working Environment (X), b. Dependent Variable: Employee Performance (Y) Figures Adjusted R Square is this means that 63.7 % of variation of the variable employee performance can be explained by the work environment variables and extrinsic motivation, while the remaining 36.3% is explained by other variables. DISCUSSION The influence of the working environment in this study consists of five indicators namely lighting, air circulation, the cleanliness of the workplace, work equipment, service employees. The 2016 International Conference of Management Sciences (ICoMS 2016), March 10, UMY, Indonesia 191

5 Based on respondents' answers distribution highest gear indicator with an average score of Thus it can be said that the indicators of equipment included in the criteria for being in shaping the work environment variables compared to other variables. This is because people have fun on the availability of supporting tools that fit the job. The work environment has an important role for a smooth production process. Work environment fresh, comfortable, and meet the needs of a decent standard will contribute to the comfort of employees in performing their duties(parlinda and Wahyudin. 2004; Malik et al. 2011) While the influence of extrinsic motivation in this study consisted of four indicators namely, compensation, status, control, competition. Based on the distribution of respondents found that the status indicator with the average score was Thus it can be said that the status indicator included in the criteria for being in the form of motivation variable ekstrisik compared with other indicators. REFERENCES Ahmad, M., A. A. Karim, R. Din, I. S. M. A. Albakri, and. Assessing ICT Competencies among Postgraduate Students Based onthe 21st Century ICT Competency Model Asian Social ScienceVol. 9, No. 16, pp32-39, 2013 Ahyari, A Manajemen Produksi (Perencanaan Sistem Produksi). Yogyakarta: BPFE. Becker, F. O.. Workspace creating environments in organisation. New York: PraegerVol.10, No. 4, pp ,1985 Campbell, J., and Modeling the Performance Prediction Problem in Industrial and Organizational Psychology, In Handbook of Industrial and Organizational Psychology. (2nd. Palo Alto, CA: Dunnette MD, Hough LM,(eds). Consulting Psychologists Press:. Chandrasekar, D. K. Workplace Environment And Its Impact On Organisational Performance In Public Sector Organisations International Journal of Enterprise Computing and Business SystemsVol.1, No. 1,2011. Dana Beth Weinberg, A. C. Avgar, N. M. Sugrue, and D. Cooney-Miner. The Importance of a High- Performance Work Environment in Hospitals. Health Services ResearchVol.48, No. 1,2013. Dyne LV, Jehn KA, and C. A. Differential Effects of Strain on Two forms of Work Performance: Individual Employee Sales and Creativity,Vol.23, No. 1, pp57-74, 2002 Ferdinand, A Metode Penelitian Manajemen. Semarang,Badan Penerbit UNDIP. Ghozali, I Aplikasi Analisis Multivariate Dengan Program SPSS. Semarang Badan Penerbit Universitas Diponegoro. This indicates the management put their trust in the production part of the office to which it aspires CONCLUSION The work environment has a significant influence on employee performance. Where the better work environment it is certain that the better the performance of employees By maintaining a work environment by providing adequate lighting and good air circulation, improve service employees by providing a canteen or cafeteria, providing the nearest health center ( hospital into a referral ). So that employees feel comfortable at work so that the employee's performance can be improved. For companies encouragement or motivation is very important given to employees. With the right motivation is expected that each employee will be motivated to improve their performance. Ghozali, I Ekonometrika: Teori, Konsep dan Aplikasi dengan SPSS 1. Semarang: Badan Penerbit Universitas Diponegoro. Giga S, and H. H Violence and Stress at Work in FinanciaServices. Humphries, M. Quantifying occupant comfort: Are combined indices of the indoor environment practicable. Building Research and Information,Vol.33, No. 4, pp , Karasek, R., and T. Theorell Health work: Stress, productivity and the reconstructionof working life. New York: Basic Books. Kazmi R, Amjad S, and K. D Occupational Stress and its Effect on Job Performance: A Case Study of Medical House Officers of District Abbottabad.,J. Ayub Med. CollVol.20, No. 3,2008. Malik, M. I., A. Ahmad, S. F. Gomez, M. Ali, and A study of work environment and employees performance in Pakistan African Journal of Business Management 5.Vol.3, No. 1,2013. Parlinda, V., and M. Wahyudin Pengaruh Kepemimpinan, Motivasi, Pelatihan, dan Lingkungan Kerja Terhadap Kinerja Karyawan Pada Perusahaan Air Minum Kota Surabaya. Singh, G. Office Noise and employee Productivity. Journal Of Humanities And Social ScienceVol.18, No. 6, pp17-18, Sugiyono Statistika untuk Penelitian. Bandung Alfabeta. Suhadi Pengaruh Motivasi Kerja dan Lingkungan Kerja Terhadap Kinerja Karyawan Pada PD BPR Bank Pasar Klaten. Jurnal Ekonomi dan PROBANK.Vol.11, No. 1, The 2016 International Conference of Management Sciences (ICoMS 2016), March 10, UMY, Indonesia 192

6 Veitch, J., R. Gifford, and Choice, perceived control and performance decrement in thephysical environment. Journal of Environmental Psychology,18. The 2016 International Conference of Management Sciences (ICoMS 2016), March 10, UMY, Indonesia 193

7 The 2016 International Conference of Management Sciences (ICoMS 2016), March 10, UMY, Indonesia 194