Budaya Organisasi Dan Lingkungan Kerja Pengaruhnya Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening

Yuliana Salvitri (Universitas Cokroaminoto Yogyakarta)
Uju Suji’ah (Universitas Cokroaminoto Yogyakarta)

Journal of Economics, Business, Accounting and Management
Vol. 4 No. 2 (2026): Journal of Economics, Business, Accounting and Management

The purpose of this study was to determine the influence of organizational culture and the work environment on employee performance, with job satisfaction as an intervening variable. The population of this study was all employees of the Yogyakarta City DPUPKP. The sampling technique used probability sampling, with a sample size of 100. Data analysis used Structural Equation Modeling (SEM) based on Partial Least Squares (PLS) with the SmartPLS application version 4.0. Instrument testing was carried out using the outer model (convergent validity, discriminant validity, and composite reliability), data analysis using the inner model (R-Square, Q-Square, F-Square, and Goodness of Fit), and hypothesis testing using (direct effect, indirect effect, and total effect). The results of this study indicate that: 1). Direct Effect: organizational culture (X1) does not directly have a significant effect on employee performance (Y); work environment (X2) does not directly have a significant effect on employee performance (Y); organizational culture (X1) directly has a positive and significant effect on job satisfaction (Z); work environment (X2) directly has a positive and significant influence on job satisfaction (Z); job satisfaction (Z) directly has a positive and significant influence on employee performance (Y). 2). Indirect Effect: organizational culture (X1) has a positive and significant influence on employee performance (Y) through job satisfaction (Z); work environment (X2) has a positive and significant influence on employee performance (Y) through job satisfaction (Z). 3). Total Effect: organizational culture (X1) on employee performance is 0.451; work environment (X2) on employee performance is 0.368. 4). The adjusted R-Square results of organizational culture (X1) and work environment (X2) and job satisfaction (Z) have an influence on employee performance (Y) of 0.68 (68%), while the remaining 0.32 (32%) is influenced by other factors not examined in this study. 5). The adjusted R-Square results of organizational culture (X1) and work environment (X2) have an influence on job satisfaction (Z) of 0.678 (67.8%), while the remaining 0.322 (32.2%) is influenced by other factors not examined in this study.