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JURNAL
SOSAINS
JURNAL SOSIAL DAN SAINS
VOLUME 4 NOMOR 3 2024
P-ISSN 2774-7018, E-ISSN 2774-700X
THE ROLE OF JOB SATISFACTION IN MEDIATING THE
INFLUENCE OF THE WORK ENVIRONMENT ON
ORGANIZATIONAL COMMITMENT
Ni Kadek Cynthia Mahalaksmi, I Gusti Made Suwandana
Universitas Udayana, Indonesia
Email: cynth[email protected]
Keywords:
Surgery Report,
Doctor Behavior,
Hospital
ABSTRACT
Background: Companies have the capacity to develop their human resources by
fostering employee commitment, necessitating the provision of support to their
workforce. Improving the employees' dedication to the organization is closely linked to
the environment established by the company.
Purpose: The primary objective of this research was to examine how job satisfaction
mediates the impact of the work environment on organizational commitment.
Method: This research was carried out at PT. Bima Sakti Alterra, involving a sample
size of 131 individuals determined through saturation sampling. The data were gathered
through interviews and the distribution of questionnaires. The data analysis technique
utilized in this research involved path analysis with the application of SPSS.
Results: The findings of this research indicated that the work environment and job
satisfaction had a positive and significant impact on organizational commitment.
Additionally, the work environment also exhibited a positive and significant influence
on job satisfaction. Moreover, job satisfaction served as a mediator in the relationship
between the work environment and organizational commitment
Conclusion: The theoretical implications of this research support findings from prior
research. In practical terms for PT. Bima Sakti Alterra, it involves upholding
organizational commitment and establishing a conducive work environment to foster job
satisfaction among its employees.
INTRODUCTION
Human resource management is the science and art of managing the relationships
and roles of the workforce to be effective and efficient to achieve certain goals.
Suryaningrum, Haryono, & Amboningtyas, (2019) suggests that the company's human
resources (HR) can continue to be developed by the company so that employees can work
more professionally, responsibly, have a good attitude so that company goals can be
achieved (Rumawas, 2020). Lestari & Satrya, (2023) stated that the role of the company is
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very necessary to form employee commitment, where companies are required to be able to
provide support to their employees, having high organizational commitment tends to be
highly dedicated at work. Increasing the organizational commitment of its employees
cannot be separated from the company environment applied (Saputra & Rumangkit, 2021).
Suabdah & Suwitho, (2021) stated that organizational commitment greatly influences
whether employees remain members of the organization (retained) or leave topursue other
jobs (replacement).
One of the driving factors that causes humans to work is because they have needs
that must be met, whose emergence is very dependent on individual interests (Syahputra &
Jufrizen, 2019). The work environment will increase employee organizational commitment
which has an impact on job satisfaction (Putra, Widyani, & Widnyana, 2022). Nurjaya,
(2021) argues that the work environment affects job satisfaction because it is a very
important factor in the company, after employees are able to feel job satisfaction, the work
environment becomes good and high organizational commitment. This research was
conducted at PT. Bima Sakti Alterra as a company engaged in information technology with
integrated application system services for business and organizational needs in line with
the development of digitalization in this modern era.
Table 1. Data of Resigned Employees
Name
Dapertemen
Position
In
I Wayan Dani Pranata
TECH
R&D Officer
2021-06-28
Amanda Safira Novella
Putri
HRGA
Talent Acquisition Officer
2021-09-01
Ni Luh Ayu Suarmi
FIN
Accounting Officer
2021-09-20
Ni Made Dwi Asih Antari
FIN
Procurement Officer
2021-10-04
Firza Riswandy
COMMERCIAL
Commercial Officer
2021-10-12
Nely Zahroh
PRO (PDAM
Universe)
Associate Product
Manager
2021-11-12
Muhammad Fachrie
STRATEGY
Legal Officer
2022-4-18
Geri Centura
MARCOM
Marketing
Communication Manager
2022-01-10
Mangi Herawati
TECH
Administrator Warehouse
Officer
2022-05-23
Ida Bagus Indra Prayoga
PRO
(SmartHRIS)
Product Manager
2022-09-29
Ibnu Tri Wibowo
TECH
Tech Ops
2023-01-26
Daffa Alvi Reri
TECH
Software Engineer
2022-04-06
Source: PT. Bima Sakti Alterra, 2023
Based on table 1 data, it states that the data of employees who resigned from PT. The
Alterra Milky Way has a problem in employee commitment, where there are employees
who resign at a fairly close time between the entry date and the employee exit date,
especially in April 2023, when as many as 4 employees decide to leave the company, this
will hamper PT. Alterra Milky Way in achieving corporate goals. Factors that influence
this include the work environment, organizational commitment and employee satisfaction.
A company leader who knows the wishes of employees and can explain what will be
The Role of Job Satisfaction in Mediating the Influence
of the Work Environment on Organizational
Commitment
2024
Ni Kadek Cynthia Mahalaksmi, I Gusti Made Suwandana
210
obtained if the results of his work are appropriate with expectations such as providing
rewards that are proportional to their performance, then employees will feel satisfied and
try to show their maximum performance (Darmasaputra & Sudibya, 2019).
Table 2. Presurvey Data of PT. Alterra Milky Way
No
Question
TS
S
1.
I am emotionally attached to the company
1
4
2.
I am proud to be part of the company
0
7
3.
I co-own the company
1
8
4.
I lose money when I leave the company
1
4
5.
I have little choice if I leave the company
4
4
6.
My work for this company is the best opportunity
0
7
7.
I am willing to engage in any company activities
0
7
8.
I want to spend the rest of my career with the company
4
3
9.
I will not leave this company because I still have an obligation
3
6
Total
14
50
Source: PT. Bima Sakti Alterra, 2023
Data in Table 2 shows that most employees who were respondents in the pre-
survey conducted expressed the most disapproval (TS), namely 4 people in the statement
item "I feel I have little choice if I leave the company" indicating that there is a lack of
organizational commitment from employees because there are many opportunities in
other companies. In addition, the statement item "I want to spend the rest of my career
in this company" states disagree (TS) at most 4 people, stating that employee satisfaction
cannot be measured whether from the environment or commitment of employees, there
will not spend the rest of their careers in the company. The results of this pre-survey
indicate that the organizational commitment of PT. The Milky Way Alterra is still fairly
low.
Results of an interview with HRD Manager of PT. Bima Sakti Alterra explained that
the problems that occur in the company allegedly arise due to the lack of an uncomfortable
work environment so there is a lack of employee commitment to the company because
basically, the creation of a good work environment will foster employee commitment to
the company. Organizational commitment is not only partiality and involvement in the
organization, but also the loyalty expressed by employees to the company. Thus,
organizational commitment is the loyal attitude of an employee in an organization. The
work environment has a very positive effect on organizational commitment, where when
an employee feels the extent to which the organization values fellow employees and cares
about welfare, a sense of belonging will grow so that employees will be committed to
surviving and realizing the goals of the company (Darmasaputra & Sudibya, 2019).
There is a research gap in the variables of the work environment towards
organizational commitment which shows differences in research results where research
conducted by Melati & Priyono, (2022) states that the work environment has a
significant negative effect on organizational commitment. Rumoning, (2018) states that
the work environment has a significant negative effect on organizational commitment.
Different results were carried out by Samsiah & Winasis, (2020) the work environment
on organizational commitment has a positive and significant effect on organizational
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211 http://sosains.greenvest.co.id
commitment, this result shows that the higher the work environment of the company,
the organizational commitment will also increase. Subagyo,(2019) stated that the work
environment has a positive and significant effect on organizational commitment. The
existence of different results from the influence of the independent variable on the
dependent variable, it is necessary to add a mediation variable, namely job satisfaction.
In line with the description of the background and results of previous research,
the hypothesis in the study, namely
H1: The work environment has a positive and significant effect on organizational
commitment.
H2: Work environment has a positive and significant effect on job satisfaction.
H3: Job satisfaction has a positive and significant effect on organizational commitment.
H4: Job satisfaction mediates the influence of the work environment on organizational
commitment.
RESEARCH METHODS
Research with a quantitative approach of causality associative method is used to
determine the influence and causal relationship in the variables studied in PT employees.
Alttera Milky Way. The population used is 131 people. The technique used in sampling in
this study is non-probability sampling with a saturated sampling method so that the sample
amounted to 131 employees. Research data is primary data through interviews and the
distribution of questionnaires collected and tested for feasibility using validity and
reliability tests. Data were analyzed using path analysis tests, classical assumptions, and
Sobel tests.
RESULTS AND DISCUSSION
Tabel 3. Characteristics of Respondents
No
Variabel
Klasifikasi
Total
Persentase (%)
21-30 years
81
43,8
1
Age
31-40 years
43
29,0
>40 years
7
1,7
Total
131
100
2
Man
92
51,7
Gender
Girl
39
22,7
Total
131
100
SMA/SMK
4
2,3
3
Last education
Sarjana
122
69,3
Magister
5
2,8
Total
131
100
3-5 years
99
55,7
4
Length of Work
6-15 years
32
18,8
Total
131
100
Source: Research data, 2024
Table 3 states that when viewed from age, those aged 21-30 years dominate with a
percentage of 43.8 percent, this is because PT. The Alterra Milky Way wants to hire
employees who are at a mature age at work, so that the work they do can be better. When
viewed from gender, the male gender dominates in this study with a percentage of 51.7
percent, this is due to work in the company PT. The Milky Way Alterra requires more male
power than female power. In view of the education of respondents whose undergraduate
The Role of Job Satisfaction in Mediating the Influence
of the Work Environment on Organizational
Commitment
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Ni Kadek Cynthia Mahalaksmi, I Gusti Made Suwandana
212
education dominates with a percentage of 69.3 percent, this is due to work at PT. The
Alterra Milky Way attaches great importance to higher education. If you look at the length
of work, those who work during the age of 3-5 years dominate with a percentage of 55.7
percent, this is likely due to PT. The Alterra Milky Way has not been able to provide a
good career path to employees so that not a few employees want to find another place to
work.
A validity test is considered valid, if it has a correlation coefficient value r ≥ 0.3. All
variable instruments of this study in the form of work environment, organizational
commitment, and job satisfaction have a correlation coefficient value of above 0.361 each,
indicating that these instruments have met the criteria and are suitable for use as measuring
instruments. The reliability test is said to be reliable, if Cronbach's alpha value ≥ 0.6. The
reliability test results for each variable of this study have a value above 0.6, then the
instruments in this study have met the reliability requirements and data analysis can be
continued.
The statement "The company provides the availability of facilities and infrastructure
to support work", with a score of 4.04 including sufficient criteria. This means that in
general, respondents consider that the company is not yet suitable to provide the availability
of facilities and infrastructure to support work. The statement "I work together to
complement each other and please help in completing the work" with a score of 4.12 which
is a high criterion, this means that respondents generally consider that they can work
together to complement each other and help in completing the work.
The statement "I have little choice if I leave the company." with a score of 2.87 is
quite the criteria. This means that in general, respondents have little choice if they leave
the company. The statement "I am proud to be part of the company.", with a score of 3.98
which is a high criterion, means that respondents are generally proud to be part of the
company.
The statement "I am given a salary that matches what I do", with a score of 3.51
which is considered sufficient. This means that in general, respondents have not been given
a salary that matches what they do. statement "I have a good cooperative relationship with
colleagues", with a score of 4.06 which is a high criterion. This means that in general,
respondents have a good cooperative relationship with colleagues in this company.
Table 4. Results of Sub-Structural Regression Analysis 1
Unstandardized Coefficients
Standardized
Coefficients
Beta
Model
B
Std. Error
t
Sig
(Constant)
15,060
2.240
6,722
0,000
Work Environment
0,629
0,183
0,290
3,438
0,001
a. Dependen Variabel : Job Satisfaction
b. Predictors: (Constant), Work Environment
The results of the regression analysis of Table 4, obtained the formulation of the Sub-
structural equation 1 as follows:
Y1= 0,290X+ e1 (1)
The structural equation can be interpreted that the work environment has a
coefficient of 0.290 meaning that the work environment has a positive influence on job
satisfaction, this means that if the work environment increases, job satisfaction will increase
and vice versa.
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Table 5. Results of Sub-Structural Regression Analysis 2
Model
Unstandardized Coefficients
Standardized
Coefficients
t
Sig
B
Std. Error
Beta
(Constant)
34,572
3,708
9,325
0,000
Work Environment
0,354
0,72
0,251
0,566
0,002
Job Satisfaction
0,263
0,44
0,283
2,014
0,000
R2 : 0,731
a. Dependen Variabel : Organizational Commitment
b. Predictors: (Constant), Job Satisfaction, Work Environment
The results of the regression analysis of Table 5, obtained the formulation of Sub-
structural equation 2 as follows.
Y2= 0,251X+ 0,283M+ e2 (2)
The structural equation can be interpreted that the work environment has a
coefficient of 0.251 meaning that the work environment has a positive influence on
organizational commitment, this means that if the work environment is good,
organizational commitment will increase. Job satisfaction has a coefficient of 0.283 means
that job satisfaction has a positive influence on organizational commitment, this means that
job satisfaction significantly affects organizational commitment.
In the calculation of the total coefficient of determination value obtained at 0.958,
the conclusion is 95.8% organizational commitment variable at PT. The Milky Way Alterra
is influenced by the work environment, and job satisfaction, while the remaining 4.2% is
influenced by other factors that are not included in the research model or outside the
research model. Based on the explanation of the structural equation, the results of the
calculation of the path coefficient will be explained through the value of the standardised
coefficient Beta on each of the effects of the relationship between variables in Figure 1.
Figure 1. Path Analysis Model
The value of Asymp. Sig. (2-tailed) Kolmogorov-Smirnov from the normality test
of 0.198 and 0.200 which has a value greater than 0.05, this means that the data is normally
distributed and satisfies the normality assumption. The results of multicollinearity testing
provide the results of the regression model used free from multicollinearity symptoms
because it has a tolerance value of ≥ 0.10 and a VIF value of ≤ 10. The results of
heteroscedasticity testing give the results of each model have a greater value. from 0.05,
which means that the independent variable of the study did not significantly affect the
dependent variable (absolute error) and was free of symptoms of heteroscedasticity.
The Role of Job Satisfaction in Mediating the Influence
of the Work Environment on Organizational
Commitment
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The results of calculating the Beta value of 0.251 and Sig. value of 0.002 < 0.005
which show that the work environment has a significant positive effect on organizational
commitment, in other words, the better the work environment, the organizational
commitment to PT. The Milky Way Alterra is increasing. So the first hypothesis was
accepted. This is in accordance with previous findings by Apriliana, Parimita, & Handaru,
2021; Asi & Gani, 2021; Gunawan & Ardana, 2020; Prasetyo, Hermawan, & Guspul, 2020;
Subagyo, (2019).
The results of calculating the Beta value of 0.290 and Sig. value of 0.001 < 0.005
which show that the work environment has a significant positive influence on job
satisfaction, in other words, the better the work environment at PT. Bima Sakti Alterra then
increases job satisfaction at PT. Milky Way Alterra. So the second hypothesis is accepted.
This is in accordance with previous findings by (Ganesha & Saragih, 2019; Jasmine &
Edalmen, 2020; MUKSON & LUBIS, 2022; Paendong, Sentosa, & Sarpan, 2019;
Yuliantini & Santoso, 2020).
The calculation of the Beta value of 0.283 and the Sig. value of 0.000 < 0.005 shows
that job satisfaction has a significant positive influence on organizational commitment. In
other words, if job satisfaction increases, organizational commitment to PT. The Alterra
Milky Way will further increase. So the third hypothesis was accepted. This is in
accordance with previous findings by (Ananda, Nasution, & Syafi’i, 2022; Lestari &
Satrya, 2023; MAKBULLAH & Yoga, 2022; Martini & Susanto, 2021; Nahita & Saragih,
2021; Wirawan & Dewi, 2020).
The results of the sobel test show that the results of Z = 3.070 > 1.96 which means
that the variable of the work environment affects organizational commitment with the
mediation of job satisfaction, so that job satisfaction is a variable mediating a significant
influence between the work environment on organizational commitment to PT. Milky Way
Alterra, so the fourth hypothesis was accepted. This is in accordance with previous findings
by (Anton, Karo-karo, Widjaja, Rezeki, & Martinus, 2023; Fahlefi, 2023; Kartini & Bagus,
2021; Santoni & Heryono, 2021; Surito, Arifin, & Aiyub, 2020).
Research contributes to a pre-existing theory, namely social exchange theory (Social
Exchange Theory), social exchange theory is the most important theory for understanding
a person's behavior at work. This theory explains when leaders know what each employee
needs in order to achieve maximum work commitment. State that when organizations take
care of employees, then there are social exchange relationships that promise to increase
work commitment. This research is expected to provide additional references for future
research that discusses the work environment, organizational commitment and job
satisfaction.
CONCLUSION
The results of discussion and research can be drawn various conclusions, namely the
work environment and job satisfaction have a positive and significant effect on
organizational commitment, the work environment has a positive and significant effect on
job satisfaction, and job satisfaction mediates the influence of the work environment on
organizational commitment. As for advice that can be given to PT. Bima Sakti Alterra,
namely companies should pay attention to the work done by employees in each division
whether it is in accordance with the work itself so that it will arouse employee satisfaction
and employees will be committed to PT. Bima Sakti Alterra and companies should pay
more attention to the condition of their employees, such as providing a comfortable work
environment, providing bonuses for employees who contribute more to the company, and
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also fostering a sense of employee ownership of the company so that it will foster employee
organizational commitment to PT. Alterra Milky Way
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