The Effect of Work Environment and Reward on Employee OCB with Job Satisfaction as a Mediation Variable

Staff performance is very crucial in the sustainability of the company. Some factors that are thought to strongly influence performance are organizational culture, work environment, and job satisfaction. Thus, the study aimed to analyze the strong influence of organizational culture and work environment on job satisfaction, then to analyze the strong influence of organizational culture and work environment on performance, then analyze the effect of job satisfaction on performance, finally to find out and analyze the indirect effect of organizational culture and work environment towards the performance of Seskoal soldiers through job satisfaction. This research uses quantitative methods with data obtained through questionnaires with Likert scale assessment. With a total of 137 Seskoal soldiers. The analysis results show that organizational culture and work environment with job satisfaction are positively and significantly related, organizational culture and work environment with performance are positively and significantly related, job satisfaction with performance is positively and significantly related, there is a relationship between the influence of organizational culture and performance with mediated by job satisfaction and there is a relationship between the influence of the work environment with performance mediated by job satisfaction.
 Keywords: Organizational Culture, Work Environment, Job Satisfaction

The success or failure of an organization depends on the activity and creativity of its human resources. For this reason, the main thing to consider is the role of a leader. The role of leadership is very large in motivating employees to work in accordance with work programs that have been set by the organization, in achieving the goals and objectives set by the organization. This study aims to determine and analyze the effect of transformational leadership style, and work environment on job satisfaction, to know and analyze the effect of transformational leadership style and work environment on employee performance, to find out and analyze the effect of job satisfaction on employee performance, and to find out and analyze the influence of transformational leadership style and work environment on employee performance through employee job satisfaction in the Civil Service Police Unit of South Sulawesi Province. To achieve these objectives, data collection techniques are carried out through observation and questionnaire distribution, using data analysis techniques namely descriptive analysis, validity and reliability testing, classical assumption tests, and path analysis. The results prove that the transformational leadership style and work environment have a positive and significant effect on employee job satisfaction. The effect of transformational leadership style and work environment on employee performance. The effect of job satisfaction provides a significant influence in improving employee performance. Mediation test results of the influence of transformational leadership style and work environment on employee performance through job satisfaction which shows that employee job satisfaction can mediate the influence of transformational leadership style and work environment on employee performance of the South Sulawesi Province Civil Service Police Unit.

Human resources (HR) have a significant role in every activity in an institution, including government institutions. Human resources (HR) must be able to be managed or managed well in accordance with their function so that these human resources (HR) can play a role in accordance with their duties and functions in the institution they work in. This research aims to analyze the influence of leadership and work environment on employee performance by mediating employee job satisfaction in the General Section of the Raja Ampat Regency Regional Secretariat. The population used was all employees of the General Section of the Raja Ampat Regional Secretariat, namely 44 employees. The number of samples used was 44 employees with a sampling technique using a saturation technique. The data analysis used in this research is inferential analysis using SEM-PLS. The results of this research show Leadership has a positive and significant effect on employee performance. Leadership has a positive and significant effect on job satisfaction. The work environment has a positive and significant effect on employee performance. Work Environment has a positive but not significant effect on Job Satisfaction. Job satisfaction has a positive and significant effect on employee performance. Leadership has a positive and significant effect on employee performance through Job satisfaction. Job satisfaction partially mediates (partial mediation) between leadership and employee performance. The work environment has a positive but not significant effect on employee performance Job satisfaction. Job satisfaction is not able to mediate (Unmediated) between Work environment on Performance Employee.

This study aims to see the influence of (1) Religiosity on the OCB of employees of the Pasaman Regency Ministry of Religion Office. (2) Transformational leadership style on the OCB of employees of the Pasaman Regency Ministry of Religion Office. (3)Physicological capitaltowards the OCB of employees of the Ministry of Religion Office of Pasaman Regency. (4) Work environment towards the OCB of employees of the Ministry of Religion Office of Pasaman Regency. (5) Job satisfaction towards the OCB of employees of the Ministry of Religion Office of Pasaman Regency. (6) Religiosity, transformational leadership style, psychological capital, work environment and job satisfaction together affect the OCB of employees at the Pasaman Regency Ministry of Religion Office. The population in this study was allemployees of the Ministry of Religious Affairs Office of Pasaman Regency as many as 44 people. The sampling technique in this study used the total sampling technique or population sample. Where the sample in this study was all employees of the Ministry of Religious Affairs Office of Pasaman Regency as many as 32 people. The results of this study show that(1) Religiosity has a significant effect on the OCB of employees at the Pasaman Regency Ministry of Religion Office. (2) Transformational leadership style has a significant effect on the OCB of employees at the Pasaman Regency Ministry of Religion Office. (3) Psychological capital has a significant effect on the OCB of employees at the Pasaman Regency Ministry of Religion Office. (4) The work environment has a significant effect on the OCB of employees at the Pasaman Regency Ministry of Religion Office. (5) Job satisfaction has a significant effect on the OCB of employees at the Pasaman Regency Ministry of Religion Office. (6) Religiosity, transformational leadership style, psychological capital, work environment and job satisfaction together have a significant effect on the OCB of employees at the Pasaman Regency Ministry of Religion Office..

This study aims to: 1) analyze the influence of leadership and work environment on motivation 2) analyze the influence of leadership and work environment on job satisfaction, 3) analyze the influence of motivation on job satisfaction, 4) analyze the influence of leadership and work environment on job satisfaction through motivation. The research was conducted at PT CIPTA TPI (MNCTV) with a sample of 92 employees. The sampling technique used simple random sampling technique. Methods of data analysis using descriptive analysis and path analysis. The results show that: 1) there is an influence of leadership and work environment on motivation, 2) there is an influence of leadership and work environment on job satisfaction, 3) there is an effect of motivation on job satisfaction, 4) motivation does not play a role in improving leadership and work environment on job satisfaction at PT CIPTA TPI (MNCTV).

Human resources play an important and strategic role in determining company policy. Superior human resources are required to carry out their duties in a quality and good manner. Human resources need to be well-managed and emphasised so that employees can feel satisfaction at work. Job satisfaction is vital upon measuring the work performance. If the employee is satisfied with the job, the work performance will be better. Job satisfaction also becomes an indicator for the company survival. The purpose of this study is to analyse the significance of the influence of leadership style, work motivation, and work environment on employees’ job satisfaction. This type of study is survey research on the employees at PT Tri Usaha Sejahtera Pratama company. The study population included 800 people. The research sample was 80 employees, which comprised 32 male and 48 female respondents. The sample is taken using the proportional cluster random sampling technique with criteria based on their education background and working period. The data collection technique used a questionnaire. The data analysis technique used multiple linear regression analysis, T-test, model accuracy test and coefficient of determination. The results showed that all variables, including leadership style, work motivation, and work environment have positive influence towards employees’ job satisfaction. The leadership style, work motivation, and work environment have an essential effect on job satisfaction of the employees at PT Tri Usaha Sejahtera Pratama company. Therefore, it can be concluded that job satisfaction at PT Tri Usaha Sejahtera Pratama company can be measured using three variables: leadership style, work motivation, and work environment

The purpose of this study are to examine and analyze the influence of Leadership, Work Environment, Competence And Organizational Culture To Job Satisfaction That Impact Lecturer Performance At Polytechnic ATMI Surakarta.This study is a survey research. The data used are primary data by sampling of lecturer at Polytechnic ATMI Surakarta as many as 57 respondents. The data analysis method was tested by validity, reliability test, t-test, F, coefficient of determination (R2) and path analysis test.T test results as follows: leadership not significant effect on job satisfaction, work environment significant effect on job satisfaction, competence significant effect on job satisfaction, organizational culture not significant effect on job satisfaction, leadership not significant effect on performance, the working environment have a significant effect on performance, competence significantly influence the performance, organizational culture not significant effect on the performance, satisfaction significant effect on the performance of work. F test results showed simultaneous variables of leadership, work environment, competence, organizational culture and job satisfaction have a significant effect on the performance of lecturers. Results Analysis The coefficient of determination (R2) shows that 77.7% of faculty performance variation can be explained by the leadership, work environment, competence, organizational culture and job satisfaction while the remaining 22.3% is explained by other factors outside the model. The result of path analysis showed a direct influence on the performance of greater competence than the indirect effect on performance competence through job satisfaction. The direct effect on the performance of the work environment is greater than the indirect effect on the performance of the work environment through job satisfaction. The direct effect on the performance leadership is smaller than the indirect effect of leadership on performance through job satisfaction. The direct effect on the performance organizational culture is smaller than the indirect effect of organizational culture on performance through job satisfaction. Based on the results of total leverage to improve performance would be more effective if through increased competence.

This study aims to examine and analyze whether the work environment has an influence on job satisfaction, compensation has an influence on job satisfaction, the work environment has an influence on employee performance, compensation has an influence on employee performance, job satisfaction has an influence on employee performance, work environment and compensation simultaneously has an influence on employee performance, work environment, compensation, and job satisfaction simultaneously has an influence on employee performance, job satisfaction has an influence on mediating the work environment on employee performance, and job satisfaction has an influence on mediating compensation on employee performance. The population of this study was employees of an electronic component manufacturing company in Cikarang, with a total sample of 222 people. The data analysis method used SEM-PLS. The results of this study are the work environment has a significant positive effect on job satisfaction, compensation has a positive and significant effect on job satisfaction, the work environment has a positive and significant effect on employee performance, compensation has a positive and significant effect on employee performance, job satisfaction has a positive and significant effect on employee performance. Employee Performance, Work Environment, and Compensation have a positive effect on Job Satisfaction, Work Environment, Compensation, and Job Satisfaction simultaneously have a significant positive effect on Employee Performance, Job Satisfaction mediates Work Environment on Employee Performance, Job Satisfaction mediates Compensation on Employee Performance

Analyzing the effect of leadership and work environment on employee job satisfaction, the influence of leadership and work environment on employee performance then the effect of job satisfaction on employee performance and the role of job satisfaction in mediating the influence of leadership on employee performance is the aim of this research. This type of research is quantitative research with a sample of 100 respondents who are employees of CV. Akemi Bali Craft in Klungkung with the total sampling method. The data analysis technique used is Partial Least Square (PLS). The results of this study, leadership and work environment have a positive effect on job satisfaction, leadership and work environment have a positive effect on employee performance, and job satisfaction has a negative and insignificant effect on employee performance. The mediating role of job satisfaction in the relationship between leadership and performance shows that the indirect relationship is not significant while the direct relationship is also significant, so job satisfaction is not a mediation between leadership and performance. This means that job satisfaction is not able to explain why leadership affects employee performance. That to obtain maximum performance requires good leadership in order to maximize the performance of its employees. Then the mediating role of job satisfaction on the relationship between the work environment and performance shows that the indirect relationship is not significant while the direct relationship is also significant, so job satisfaction is not a mediation between the work environment and performance. This means that job satisfaction is not able to explain why the work environment affects employee performance. That in order to obtain maximum performance, a good work environment is needed in order to maximize the performance of its employees.

bjectives: The research objectives are to determine: (1) To determine whether there is an influence of organizational culture and work environment on job satisfaction; (2) To find out whether there is an effect of job satisfaction and organizational culture on the performance of employees; (3) To find out whether there is an influence of the work environment on the performance satisfaction; (4) To find out whether there is an influence of organizational culture on performance with job satisfaction through intervening variables on employees; (5) To find out whether there is an influence of the work environment on employee performance with job satisfaction through intervening variables on employees of PT. PLN (Persero) Ternate. The total number of 52 respondents in the research samples.Methodology: The data obtained is then processed using the SmartPLS version 3.0 analysis tool. This analysis includes descriptive statistical tests and inferential statistical analysis tests. Findings: Because the statistical t value exceeds the t table and the p value is less than alpha 0.05, the first, second, third, fourth, fifth, sixth, and seventh hypotheses are accepted. Conclusion: The conclusions in this research are: (1) organizational culture and work environment has a significant and positive effect on job satisfaction; (2) job satisfaction has a significant and positive effect on employee performance; (3) organizational culture has a significant positive effect on employee performance; (4) the work environment does not have a significant positive effect on employee performance; (5) there is an indirect effect of organizational culture on employee performance through job satisfaction as a significant positive intervening variable; (6) there is an indirect effect of the work environment on employee performance through job satisfaction as a significant positive intervening variable.

This study aims to analyze the influence of Organizational Culture, Work Environment, and Job Stress on Job Satisfaction through Organizational Commitment as an intervening variable. The data analysis method in this study uses quantitative analysis, specifically descriptive statistical analysis and inferential statistical analysis. The inferential analysis in this study employs PLS-SEM (Partial Least Square – Structural Equation Modeling) with the software SmartPLS 3. The results of the study indicate that Organizational Culture and Work Environment have a positive and significant influence on Job Satisfaction and Organizational Commitment. Meanwhile, Job Stress significantly has a negative impact on Job Satisfaction and Organizational Commitment. Organizational Commitment significantly has a positive influence on Job Satisfaction. Through Organizational Commitment, Organizational Culture significantly has a positive influence on Job Satisfaction. Through Organizational Commitment, the Work Environment positively and significantly affects Job Satisfaction. Through Organizational Commitment, Job Stress is not significant and has a negative influence on Job Satisfaction.

Purpose: his study aims to analyze the influence of work stress, work motivation, and work environment on the performance of healthcare workers at 24-Hour Non-Inpatient Community Health Centers in Wonocolo District, Surabaya. The study also explores the impact of these three factors on job satisfaction and examines the role of job satisfaction as an intervening variable in the relationship between work stress, work motivation, and work environment on the performance of healthcare workers. This research adopts a quantitative approach using a survey method with 90 healthcare workers as the sample. Data collection was conducted through questionnaires, and data analysis was carried out using Structural Equation Modeling (SEM). The results of the study indicate that out of ten hypotheses tested, three hypotheses were accepted. Work stress has a significant negative effect on healthcare workers' performance (P = 0.000), work motivation has a significant positive effect on job satisfaction (P = 0.001), and the work environment has a significant positive effect on job satisfaction (P = 0.003). Other hypotheses, such as the direct effects of work stress, work motivation, and work environment on performance and job satisfaction, were rejected as they did not meet the significance threshold of P < 0.05. The limitations of the study include the small sample size and the use of questionnaires, which may be influenced by respondents' subjective bias. Future research is expected to involve a larger sample and additional variables. Design/methodology/approach: The technique for collecting data involved using questionnaires that were completed through the Saturated Sampling method. These questionnaires were distributed to a sample of 90 healthcare workers at the Community Health Centers in Wonocolo District, Surabaya, and the data was analyzed using the SEM-PLS application. Findings: The results indicate that work stress negatively affects the performance of healthcare workers. Work motivation does not considerably impact the performance of healthcare workers. Also, the work environment has no major influence on their performance. Work stress does not noticeably affect job satisfaction. On the other hand, work motivation has a positive effect on job satisfaction. What's more, the work environment plays a major role in determining job satisfaction. Job satisfaction, however, does not considerably affect the performance of healthcare workers and does not act as a mediator in the relationship between work stress, work motivation, the work environment, and healthcare worker performance. Originality/value: This study contributes to understanding the factors influencing healthcare worker performance at the Surabaya Regional Health Laboratory. It highlights that while work stress negatively impacts performance, work motivation positively affects job satisfaction, and the work environment significantly influences job satisfaction. However, job satisfaction does not substantially impact performance and does not mediate the relationships between work stress, work motivation, the work environment, and performance. This insight emphasizes the need for targeted strategies to address work stress and motivation to enhance employee outcomes. Paper type: Research paper

Aims: Understanding the links between leadership, job satisfaction, work motivation, and employee performance is vital. Effective leadership shapes culture, direction, and employee engagement. Analyzing how leadership influences these factors helps identify areas for improvement, fostering stronger leadership practices and enhancing organizational outcomes. This study aims to comprehensively examine the intricate interplay between leadership, job satisfaction, work motivation, and employee performance within the context of the workplace environment. By investigating the direct and indirect effects of leadership, job satisfaction, and work motivation on employee performance, the research seeks to shed light on the underlying mechanisms that shape organizational outcomes. Furthermore, this study intends to explore how the work environment influences job satisfaction, work motivation, and ultimately, employee performance, offering valuable insights for enhancing workplace dynamics and fostering employee well-being and productivity. Study Design: Mention the design of the study here. Place and Duration of Study: Location to research eight Regional Apparatus Organizations of Pegunungan Bintang Regency whose office address is Jl. Kutdol, Oksibil, Kotdol, Oksibil, Pegunungan Bintang Regency, Papua. the object studied is an employee / ASN who works in the work environment of the Regional Equipment Organization of Pegunungan Bintang Regency. This research will be conducted in 2023 at the Regional Apparatus Organization of Pegunungan Bintang District. Methodology: The data analysis method used in explaining is obtained from field research, based on the proposed hypothesis there are two analytical methods to be used, namely descriptive statistical analysis methods and inferential statistical analysis through the use of Structural Equation Modeling (SEM). Results: The study conducted in regional apparatus organizations in Pegunungan Bintang Regency revealed significant findings. Firstly, it demonstrated that effective leadership positively influences employee job satisfaction. This influence extends to job motivation, wherein leadership plays a pivotal role in fostering a conducive work environment. Moreover, the research emphasized the crucial link between the work environment and employee job satisfaction. A clean and comfortable workspace not only enhances job satisfaction but also stimulates work motivation, thereby improving overall employee performance. Conclusion: Furthermore, job satisfaction was identified as a key determinant of employee motivation within the organizational context. This motivation, in turn, catalyzes enhanced performance. The study underscores the intricate interplay between job satisfaction, work motivation, and employee performance, highlighting the importance of a supportive work environment and effective leadership in driving organizational success in Pegunungan Bintang Regency's regional apparatus organizations.

<p>This study is about "Effects of Commitment and Work Environment on Job Satisfaction With Motivation As an intervening variable in the Hospital Pharmacy Group Partners. Dependent variable in this study is the Job Satisfaction, Intervening variable is the Motivation, And independent variables are Commitment and Work Environment.<br />The number of respondent’s surveyed population in the Hospital Pharmacy Group Partners is 90 employees, but it is taken into the study respondents were 73 employees. The sampling method is a sample random sampling, is sampling technique is done randomly so that each case or element in the population has an equal chance to be selected as the study sample.<br />The study was conducted with several stages. The first stage is to explore the theory of literature or by descriptive statistics and data collection of the researched object. The second stage is to test the feasibility of using the data to test data validity and reliability testing. The third stage is the stage of hypothesis testing using the t test and F test to test the hypothesis either partially or simultaneously. Furthermore, theadjusted coefficient of determination is calculated as well as the formation of the regression equation.<br />The results of this study demonstrate: Commitment is not significant effect on Motivation. Work Environment is significant effect on Motivation. Commitment and Work Environment jointly is significant effect on Motivation. Commitment is not significant effect 2 on Job Satisfaction. Work Environment is significant effect on Job Satisfaction. Motivation is not significantly influence on Job Satisfaction.<br />Commitment, Work Environment and Motivation are significant effect on Job Satisfaction. Intervention Motivation above the influence of Commitment on Job Satisfaction can not add to the strength of the effect of Commitment on Job Satisfaction. Intervention Motivation above the influence of Work Environment on Job Satisfaction can add to the strength of the effect of Work Environment on Job Satisfaction.</p><p><br />Keywords: Job Satisfaction, Motivation, Commitment, Work Environment</p>

This study examines four variables, namely motivation, work environment, job satisfaction and job performance. This study aims to 1) describe the variables of motivation, work environment, job satisfaction and job performance. 2) to analyze the influence of motivation and work environment on job satisfaction. 3) to analyze the influence of motivation and work environment on job performance. 4) analyze the effect of job satisfaction on job performance. 5) to analyze the influence of motivation and work environment on the performance of the staff of the Manggarai Regency Population and Civil Registry Service through job satisfaction as an intervening variable. The samples in this study were 45 jobs at the Department of Population and Civil Registry of Manggarai Regency, NTT, Indonesia. The analysis technique in this research is using SEM (Structural Equation Modeling) path analysis. The results of the analysis show that motivation and work environment have a significant effect on job satisfaction. Motivation and work environment have a significant effect on job performance. Job satisfaction has a significant effect on job performance. In addition, motivation and work environment have a significant effect on job performance through job satisfaction.