The 2016 International Conference of Management Sciences (ICoMS 2016), March 10, UMY, Indonesia

  

THE INFLUENCE OF EXTRINSIC MOTIVATIONAND WORK

ENVIRONMENTON PERFORMANCE OF EMPLOYEES IN PT. ALAS

PETALA MAKMUR

Agus Frianto

  

Program Doktor Ilmu Ekonomi, Diponegoro University

ABSTRACT

  

The company progress cannot be separated from the presence and human resources has an important role in achieving

efficiency and effectiveness the organization can be managing physical resources, financial, and human beings in the

most effective and efficient. Extrinsic Motivation and Work Environment is one of the factors that can affect the

performance of the employees. The purpose of the study is to determine the influence of extrinsicmotivationand work

environment on performance of employees in PT. Alas Petala Makmur and determine the condition of each variable.

Sample that being taken171respondents with the method samples universe.

Instrument of analysis use iin the research is including the validity, realibility, and multiple linear regresion analysis

with the help SPSS17.Based oncausality testfounda significantpositiveeffectof extrinsic motivationand the work

environmenton employee performanceThe results showedthat the magnitude ofthe effectof extrinsic motivationand the

work environmenton employee pe rformancehave strong influence on employee’s performance in PT. Alas Petala Makmur either partial or simultan

  Keywords: ExtrinsicMotivation, Work Environment, Employee Performance

  INTRODUCTION

  The organization is structured entity established to achieve specific goals with the mixing of different types of resources . mergers and acquisitions lead to economic interdependence as a result of changes in technology , globalization and organizational work environment

   In any organization , human resources have an

  important role in achieving the efficiency and effectiveness of organizations by managing physical resources , finance , and human beings in the most effective and efficient . organizations have developed a variety of processes and procedures are complex . Management of human resources for the company is a strategic choice to do , because with the proper management of resources will form an effective working unit that can improve employee performance

  . The work environment is a

  combination of several factors such as social support , physical working conditions , job characteristics , training and development , and communication

  . extrinsic motivation is a driving

  force or a push from outside who directed and supported the actions of a person to gain the satisfaction and rewards arising from the influence of outside individuals , whether because of the stimulus or stimuli , errands or even coercion from others , so that in such circumstances a person would do an action or work.

LITERATURE REVIEW

  In competitive business environment , organizations can not afford to waste the potential of their workforce . The work environment as a practice designed to promote wider involvement of workers and organizational commitment

  will have a large impact on the level of motivation and employee performance

  . Organization in terms of retaining

  employees , has many things to do , among others, the provision of means of information , guarantee work safety and implementing a paid activity Work environment, referred to as " working climate " or " culture " , which has a positive outcome for workers , patients and organizations

   E mployee productivity depends

  on the comfort level in their office

   Extrinsic motivation is characteristic of human

  psychology that contributed to the level of commitment of someone who comes from outside the individual (Suarli, 2002 : 30-31) Extrinsic motivation is the driving labor sourced from outside the worker as an individual in the form of a condition that required him to carry out the work to the fullest (Nawawi, 2008:137)

   menyatakan bahwa Employee performance is a multidimensional

  and essential for organizational success in achieving its objectives .

   Job performance is the result of

  three factors : skill , effort and the nature of working conditions

  . The key factors in the working environment that

  . Based on the work environment studies show that employees are satisfied with their work space features.

  . Validity test used to measure the validity of a

  0,783 Valid

  Services Employees ( X15 )

  0,751 Valid

  Work Supplies ( X14 ) 0,466 Valid Services Employees ( X15 )

  0,663 Valid

  Lighting ( X11 ) 0,713 Valid Air Circulation ( X12 ) 0,674 Valid Air Circulation ( X12 ) 0,717 Valid Cleanliness Workplace ( X13 )

  Inform ation

  Pearson correlation coefficient

  RESULT Table 1 Validity of Work Environment , extrinsic motivation and Employee Performance Indicator

  the indicator is given to the respondent said to be reliable . This analysis is used to provide an overview or empirical description of the data collected in the study

  . Menurut, if the value of Cronbach 's Alpha > 0.60 ,

  questionnaire . A questionnaire considered valid if the questions in the questionnaire were able to reveal something that will be measured by the questionnaire . Reliability is a tool to measure a questionnaire which is an indicator of the variables . A questionnaire said to be reliable or reliable if the answer to the statement is a consistent

  This type of research used in this study is causal is to form a causal relationship , so here are the independent and dependent variables . Population is generalisai region consisting of : objects / subjects that have certain qualities and characteristics defined by the researchers to learn and then drawn conclusions . The sample is part of the number and characteristics possessed by this population . sample is numbered 171 employees are taken at random from all members of the population . With Likert scale , it will be measured variabelyang translated into indicator variables. Then indicators are used as a starting point to construct items instruments which can be a statement or a question . Instrument working environment consists of 7 items statement , extrinsic motivation instrument consisting of 6 items and a further statement of employee performance instrument consisting of 6 items statement. Validity and reliability by using a statistical method that is supported computer software / software that is using SPSS

  Which have a significant impact on their productivity and job satisfaction . Feature is meant here is the lighting , ventilation , access to natural light and the acoustic environment

  Method

  Extrinsic motivation is a driving force or a push from outside who directed and supported the actions of a person to gain the satisfaction and rewards arising from the influence of outside individuals , whether because of the stimulus or stimuli , errands or even coercion from others , so that in such circumstances a person would do an action or work ( Hendriyanto dkk, 2011) Compensation : The amount of benefits granted to employees , in addition to wages and salaries . Status : The level of social presence of employees in the work . Supervision : Supervision of the employer to the employee . Competition : Competition in the job . ) hypothesis H1 : the work environment influence on employee performance . H2 : extrinsic motivation influence on employee performance

  .

  services employee The availability of good service from the company to the employees so as to foster high morale , satisfaction , and a sense of responsibility for the completion of works tanggug larger and can keep the company's name . One of the employee 's services include the provision of toilet where the employee works

  .

  work equipment Availability of facilities and infrastructure of the company so that employees can carry out their duties

  .

  Workplace hygiene Clean workplace environment , in addition to nourish also the cause of pleasure , that will trigger the employee in performing their duties

  .

  ventilation The presence of sufficient air exchange within the workspace

  .

  the lighting The adequacy of the incoming light in the workspace . Adequate lighting in the workspace will encourage employees to work better

  .

  Compensation ( X21 ) 0,399 Valid Compensation ( X21 ) 0,686 Valid Status ( X22 ) 0,742 Valid Status ( X22 ) 0,547 Valid Supervision ( X23 ) 0,711 Valid Competition ( X24 ) 0,724 Valid Quantity Output ( Y1 ) 0,728 Valid Quality Output ( Y2 ) 0,816 Valid Timeframe Output ( Y3 )

  0,779 Valid

  0,806 0,60 Reliabel

  Attendance level ( Y4 ) 0,777 Valid Attitude Cooperative ( Y5 )

  VIF

  Tabel 3 Normalitas

  Cronbach alpha value for each variable in the working environment , extrinsic motivation and performance of employees is greater than the critical value of 0.6 . It can be concluded that the work environment , extrinsic motivation and employee performance is reliable / consistent .

  0,868 0,60 Reliabel source : Processed Data

  Employee Performance ( Y )

  0,701 0,60 Reliabel

  extrinsic motivation ( X2 )

  Working Environment ( X1 )

  Coefficients a Model Collinearity

  Working Environment ( X1 )

  .247 4.048

  extrinsic motivation ( X2 )

  .247 4.048

  The value of the Pearson correlation coefficient ( r - count) on each item statement of work environment and motivation ektrinsik greater than the value of r table = 0.148 , thus it can be concluded each item statements to measure the work environment variables and extrinsic motivation can be said to be valid and can be used in subsequent analysis

  0,754 Valid source : Processed Data

  Attitude Cooperative ( Y5 )

  0,668 Valid

  Statistics Tolerance

a. Dependent Variable: Employee Performance ( Y )

  Square Adj uste d R Squ are

  Std. Error of the Estimate Durbi n- Watso n

  1 .801 a

  .642 .637 .30711 1.463

  a. Predictors: (Constant), Working Environment (X), b. Dependent Variable: Employee Performance (Y)

  Figures Adjusted R Square is 0.637 this means that 63.7 % of variation of the variable employee performance can be explained by the work environment variables and extrinsic motivation , while the remaining 36.3% is explained by other variables.

  DISCUSSION

  The influence of the working environment in this study consists of five indicators namely lighting , air circulation , the cleanliness of the workplace , work equipment , service employees.

  Table5 Coefficient of Linear Regression Model Summary b Model R R

  A regression model that is free multikolinieritas is having a VIF value of more than 1 but less than 10 and have a number of Tolerance close to 1. Based on table 4 it can be deduced that the regression model in this study is free from multicollinearity problem .

  In the graph above can be seen to have a data distribution curve that can be considered a bell-shaped . It can be concluded that the data were normally distributed . Based on respondents' answers distribution highest gear indicator with an average score of 3.50 . Thus it can be said that the indicators of equipment included in the criteria for being in shaping the work environment variables compared to other variables . This is because people have fun on the availability of supporting tools that fit the job. The work environment has an important role for a smooth production process . Work environment fresh , comfortable , and meet the needs of a decent standard will contribute to the comfort of employees in performing their duties

  Informati on

  The critical value

  Cronb ach Alpha

  Table 2 Realibilitas Variabel

  Table 4 Multikolinieritas

  

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  CONCLUSION

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