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All Journal Scientific Journal of Reflection : Economic, Accounting, Management and Business JOURNAL OF SCIENCE AND SOCIAL RESEARCH Jurnal Manajemen, Ekonomi Sains Journal of Economics and Business Letters International Journal Management and Economic (IJME) Priviet Social Sciences Journal Journal of English Education and Linguistics
Surya Bakti
Universitas Asahan
Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Law, Crime, Criminology & Criminal Justice Social Sciences

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PENGARUH BEBAN KERJA, LINGKUNGAN KERJA DAN FASILITAS KERJA TERHADAP KEPUASAN KERJA PEGAWAI PADA DINAS PERIKANAN KABUPATEN ASAHAN Mhd. Nanang Hidayat; Surya Bakti
Jurnal Manajemen, Ekonomi Sains (MES) Vol. 8 No. 1 (2026): AGUSTUS 2026
Publisher : Universitas Asahan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36294/wgjvgp18

Abstract

Penelitian ini bertujuan untuk menganalisis dan menguji pengaruh beban kerja, lingkungan kerja, dan fasilitas kerja terhadap kepuasan kerja pegawai pada Dinas Perikanan Kabupaten Asahan. Permasalahan penelitian berangkat dari fenomena ketidakseimbangan antara tuntutan pekerjaan dan kondisi kerja yang berpotensi menurunkan kepuasan kerja pegawai. Penelitian ini menggunakan pendekatan kuantitatif dengan metode deskriptif asosiatif. Sampel berjumlah 31 pegawai diambil secara keseluruhan (sampel jenuh). Teknik pengumpulan data dilakukan melalui kuesioner dan wawancara, sedangkan analisis data menggunakan regresi linear berganda disertai uji asumsi klasik (normalitas, multikolinearitas, dan heteroskedastisitas), uji F, uji t, serta koefisien determinasi (R²). Hasil analisis menunjukkan bahwa secara simultan, beban kerja, lingkungan kerja, dan fasilitas kerja berpengaruh signifikan terhadap kepuasan kerja  dimana nilai Fhitung sebesar Fhitung (22,768) > Ftabel (2,960) dan nilai signifikasi (0,000 < 0,05). Secara parsial, beban kerja memiliki pengaruh positif dan signifikan terhadap kepuasan kerja dengan nilai thitung (3,324) > ttabel (1,70329) dan nilai signifikasi (0,003 < 0,05), serta lingkungan kerja dan fasilitas kerja berpengaruh positif signifikan yaitu memperoleh hasil thitung (3,599) > ttabel (1,70329) dan nilai signifikasi (0,001 < 0,05) untuk variabel lingkungan kerja dan variabel fasilitas kerja dengan hasil thitung (5,781) > ttabel (1,70329) dan nilai signifikasi (0,000 < 0,05). Selain itu, nilai koefisien determinasi sebesar R² = 0,717, yang berarti 71,7% variasi kepuasan kerja dapat dijelaskan oleh ketiga variabel bebas tersebut, sedangkan sisanya dipengaruhi oleh variabel lain di luar model. Sehingga disimpulkan, peningkatan lingkungan kerja yang nyaman, penyediaan fasilitas kerja yang memadai, serta pengelolaan beban kerja secara proporsional sangat penting dalam meningkatkan kepuasan kerja pegawai di lingkungan pemerintahan. Kata Kunci : Beban Kerja, Lingkungan Kerja, Fasilitas Kerja, Kepuasan Kerja
Work motivation, career development, work environment, and employee loyalty in an Indonesian district education office Nita Destianti; Surya Bakti
Priviet Social Sciences Journal Vol. 6 No. 9 (2026): September, 2026
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/pssj.v6i9.2254

Abstract

This study examines the associations of work motivation, career development, and work environment with employee loyalty among civil servants at the District Education Office of Asahan Regency, North Sumatra. A cross-sectional census obtained questionnaire responses from 64 non-executive civil servants. Ordinary least squares regression indicated that the three predictors were jointly associated with loyalty, F(3, 60) = 7.69, p < .001, R² = .278, adjusted R² = .242. Work environment showed the largest conditional association (B = 0.599, 95% CI [0.292, 0.906], f² = .253), followed by career development (B = 0.421, 95% CI [0.168, 0.674], f² = .185) and work motivation (B = 0.403, 95% CI [0.004, 0.802], f² = .068). Predictor-specific f² values were calculated from each predictor’s incremental R² relative to the full-model residual variance; for a one-degree-of-freedom coefficient test, this is algebraically equivalent to t²/df. The results describe conditional associations rather than causal effects. Moreover, respondent-level data were unavailable for independent reanalysis, and item-total correlations and Cronbach’s alpha do not establish construct or discriminant validity. The unexplained variance cannot be attributed to job embeddedness, pension position, or limited mobility because these factors were not measured. Job embeddedness is therefore retained only as a theoretically plausible explanation for future testing.
Competence work discipline career development and civil servant performance in an Indonesian local human resource agency Dinda Amellia; Surya Bakti
Priviet Social Sciences Journal Vol. 6 No. 9 (2026): September, 2026
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/pssj.v6i9.2256

Abstract

This study examines whether competence, work discipline, and career development are associated with employee performance in the Regional Personnel and Human Resource Development Agency of Asahan Regency, Indonesia. The Ability-Motivation-Opportunity framework was used as an organizing framework, with an explicit qualification: the work-discipline scale measures attendance, rule compliance, work standards, conscientiousness, and ethics, so it represents compliance-related effort rather than motivation as a psychological construct. A cross-sectional census survey obtained responses from all 50 agency employees. Ordinary least squares regression explained 82.1% of the variance in self-reported performance, R² = .821, adjusted R² = .810, F(3, 46) = 70.47, p < .001. Competence was positively associated with performance (B = 0.637, 95% CI [0.397, 0.877], ΔR² = .111, f² = .620), as was work discipline (B = 0.246, 95% CI [0.020, 0.472], ΔR² = .019, f² = .106). Career development was not significantly associated with performance (B = -0.058, 95% CI [-0.163, 0.047], ΔR² = .005, f² = .028). The null result does not establish career plateauing, weak promotion instrumentality, or psychological-contract strain; these remain plausible mechanisms for future testing. Because all variables were self-reported at one time and the sample was small, the high R² and predictor-specific estimates require caution. The findings support competence and compliance-related behaviour as correlates of performance in this agency but do not establish causal effects or comparative investment returns.
Co-Authors Ade Gilang Prayogi Dea Mutia Della Ayu Yolanda Dinda Amellia Hadi Suriono M. Sandi Syahputa Mhd. Nanang Hidayat Nita Destianti Nurul Hikmatul Alawiyah Putri Angraini Sariani Sariani Sariani SRI RAHAYU Suyeni Suyeni Syaharani Irawan TENGKU SYARIFAH Zulkarnain Lubis