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All Journal Jurnal Ilmiah Manajemen Kesatuan International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS)
Satriawan , Bambang
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Economics, Econometrics & Finance Social Sciences

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EFFECT OF WORK FROM HOME ON EMPLOYEE PERFORMANCE THROUGH MOTIVATION, JOB SATISFACTION, AND WORK ENVIRONMENT AS INTERVENING VARIABLES AT PT CITRA TUBINDO TBK Engelin Manopo, Maya; Khaddafi, Muammar; Catra Yasa, I Wayan; Satriawan , Bambang; Fatahurrazak, Fatahurrazak
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 2 No. 6 (2022): December
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v2i6.459

Abstract

The purpose of this study was to determine and analyze the effect of work from home on employee performance through motivation, job satisfaction, and work environment as intervening variables. The method used in this study is a quantitative method. Collecting data using questionnaires and distributed to 111 respondents. Statistical data analysis using SEM-PLS (Structural Equation Modeling-Partial Least Square) and using path analysis to test the pattern of relationships that reveal the influence of variables on other variables, both direct and indirect effects assisted by SmartPLS ver.3.0 software. The results in this study indicate that Work From Home has a positive and significant effect on employee performance with a P-value of 0.000 <0.05. Work From Home has a positive and significant effect on Motivation P-value of 0.000 <0.05. Work From Home has a positive and significant effect on Job Satisfaction P-value of 0.000 <0.05. Work From Home has a positive and insignificant effect on the work environment. P-value is 0.679>0.05. Motivation has a positive and significant effect on Employee Performance P-value of 0.000 <0.05. Job Satisfaction has a positive and significant effect on Employee Performance P-value of 0.003 <0.05. Work Environment has a positive and significant effect on Employee Performance P-value of 0.000 <0.05. Work From Home has a positive and significant effect on Employee Performance through Motivation P-value of 0.007 <0.05. Work From Home has a positive and significant effect on Employee Performance through Job Satisfaction P-value of 0.007 <0.05. Work From Home has a positive and insignificant effect on Employee Performance through the Work Environment P-value of 0.884> 0.05.
Determination of Employee Performance through Work Motivation with Organizational Support as a Moderating Variable Kesuma, Endra Teja; Wibisono, Chablullah; Satriawan , Bambang
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 2 (2026): JIMKES Edisi March 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i2.5111

Abstract

Employee performance has become a critical concern for organizations seeking to maintain competitiveness and achieve sustainable operational outcomes. In this context, organizational support, workplace conditions, and internal employee factors play an important role in shaping motivation and performance levels within organizations. This research aimed to describe the determination of organizational culture, employee competency, employee commitment, work environment, employee work motivation, organizational support, and employee work performance through employee work motivation as an intervening variable and organizational support as a moderating variable. This research used a questionnaire from 220 respondents. Data analytics will be using SEM-PLS. The results indicate that organizational culture, employee competence, work environment, and work motivation significantly influence employee performance, while employee commitment affects performance indirectly through work motivation. Organizational culture and competence improve performance directly but do not significantly enhance motivation, whereas the work environment strengthens performance both directly and through motivation. Additionally, organizational support contributes directly to employee performance but does not moderate the relationship between motivation and performance. These findings imply that organizations should prioritize strengthening workplace conditions, developing employee competencies, and maintaining supportive organizational practices to improve performance outcomes effectively.
Co-Authors Catra Yasa, I Wayan Chablullah Wibisono Engelin Manopo, Maya Fatahurrazak Kesuma, Endra Teja Muammar Khaddafi