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Irfan Mahdi
Faculty of Economics and Business, Universitas Muhammadiyah Pontianak, Pontianak, 78124
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The Influence of Organizational Climate and Self-Esteem on Job Satisfaction of Civil Servants at the Office of Public Housing, Settlement Areas, and Environment of Ketapang Regency Kenanga Bunga Lestari; Irfan Mahdi
Electronic Journal of Education, Social Economics and Technology Vol 7, No 1 (2026)
Publisher : SAINTIS Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33122/ejeset.v7i1.1274

Abstract

This study aims to examine the influence of organizational climate and self-esteem on the job satisfaction of civil servants at the Office of Public Housing, Settlement Areas and Environment of Ketapang Regency. A quantitative approach with an associative design was applied. The population consisted of 69 civil servants, all of whom were included as respondents through a census sampling technique. Primary data were obtained from interviews with the Office Secretary and through Likert-scale questionnaires, while secondary data were collected from staffing records, attendance reports, disciplinary documents and performance evaluations. The research instrument was assessed through validity and reliability testing, and the data were analyzed using multiple linear regression to identify partial and simultaneous effects. The results indicate that organizational climate and self-esteem both have a positive and significant effect on job satisfaction. The coefficient of determination shows that these two variables explain 46.7% of the variation in job satisfaction, while the remainder is influenced by factors outside the model. The findings highlight the importance of work environment conditions and internal psychological states as key determinants of job satisfaction in public organizations. Practically, the institution is encouraged to strengthen its organizational climate and enhance employees’ self-confidence through development and empowerment programs. Future studies may incorporate additional variables such as work motivation, workload, leadership style or work-life balance, or expand the research setting to provide a broader understanding of the factors influencing job satisfaction in government institutions.
The Influence of Physical and Non-Physical Work Environment on Job Satisfaction of Civil Servants at the Regional Revenue Agency of Sanggau Regency Juliyansah Juliyansah; Irfan Mahdi
Electronic Journal of Education, Social Economics and Technology Vol 7, No 1 (2026)
Publisher : SAINTIS Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33122/ejeset.v7i1.1320

Abstract

This study aims to examine the influence of the physical work environment and the non-physical work environment on job satisfaction among employees of the Regional Revenue Agency (Badan Pendapatan Daerah) of Sanggau Regency. This research employs a quantitative approach with an associative research design. A saturated sampling technique was applied, involving 59 employees of the Regional Revenue Agency of Sanggau Regency, consisting of civil servants and contract-based government employees (PPPK), excluding the head of the agency. Data were analyzed using multiple linear regression with SPSS version 25, supported by validity tests, reliability tests, and classical assumption tests. The results indicate that the physical work environment has a positive and significant effect on job satisfaction (t = 2.317; p = 0.024). The non-physical work environment also has a positive and significant effect on job satisfaction, with a stronger influence (t = 5.999; p 0.001). Simultaneously, both the physical and non-physical work environments significantly affect job satisfaction (F = 41.450; p 0.001), with a coefficient of determination (R²) of 0.597. These findings suggest that 59.7% of the variation in job satisfaction can be explained by the physical and non-physical work environments, while the remaining 40.3% is influenced by other factors not included in this study.
The Influence of Organizational Culture and Career Development on the Motivation of Civil Servants in the General Section of the Regional Secretariat of Ketapang Regency Nadya Adriani Pardede; Irfan Mahdi
Electronic Journal of Education, Social Economics and Technology Vol 7, No 1 (2026)
Publisher : SAINTIS Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33122/ejeset.v7i1.1278

Abstract

This study aims to analyze the influence of organizational culture and career development on the motivation of Civil Servants working in the General Section of the Regional Secretariat of Ketapang Regency. The research approach uses a quantitative method with an associative design. The research sample consists of all 37 respondents in the General Section, determined using a saturated sampling technique. Primary data were collected through interviews and questionnaires, while secondary data were obtained from staffing documents related to discipline, performance, training, and promotion. Data analysis includes instrument testing, classical assumption testing, and multiple linear regression. The results of the study show that organizational culture has a positive and significant influence on motivation, and career development is also proven to have a positive and significant influence on motivation. Simultaneously, both variables contribute 44.2 percent to the variation in employee motivation. This study emphasizes the importance of the quality of organizational culture and the clarity of career pathways in encouraging the motivation of public sector employees. Its practical implications include the need for structuring work culture development, equal distribution of training opportunities, and a more transparent promotion mechanism. Future studies may include other variables such as leadership, compensation, or workload so that employee motivation can be understood more comprehensively.
Co-Authors Juliyansah Juliyansah Kenanga Bunga Lestari Nadya Adriani Pardede