Dira Devira Prillia, Maria Merry Marianti

The Influence Of Work Environment (Physical And Non-Physical) On Job Satisfaction Mediated By Work Motivation Of Employees Of Bank Bri Dago Bandung Branch

Introduction

The influence of work environment (physical and non-physical) on job satisfaction mediated by work motivation of employees of bank bri dago bandung branch. This study examines how physical & non-physical work environments influence job satisfaction, mediated by work motivation, among Bank BRI Dago Bandung employees.

Abstract

This research explores the influence of the physical and non-physical work environment on job satisfaction with work motivation as a mediating variable at Bank BRI Dago Bandung Branch. The aim of the research is to identify the extent to which the work environment influences work motivation and job satisfaction and the role of work motivation in this relationship. The method used is path analysis by collecting data through questionnaires distributed to employees. The research results show that the physical and non-physical work environment has a significant influence on work motivation but does not have a direct impact on job satisfaction. Work motivation is proven to be a significant mediating variable in the relationship between both types of work environment and job satisfaction. In conclusion, although the physical and non-physical work environments do not directly influence job satisfaction, they both increase job satisfaction through increasing work motivation.

Review

This research offers a clear and concise investigation into the intricate relationship between work environment, work motivation, and job satisfaction within the specific context of Bank BRI Dago Bandung Branch. The study effectively utilizes path analysis to explore how both physical and non-physical aspects of the work environment influence employee job satisfaction, specifically focusing on work motivation as a mediating variable. The stated aim to identify the extent of these influences and the role of motivation is commendably addressed, providing valuable insights into the dynamics at play in this organizational setting. A significant strength of this study lies in its primary finding: the work environment, while not directly influencing job satisfaction, has a substantial indirect effect through work motivation. This nuanced understanding challenges simpler cause-and-effect assumptions often made in this domain and highlights the critical psychological pathway involved. The identification of work motivation as a proven, significant mediator is a key contribution, suggesting that efforts to improve the work environment are most effective when they successfully foster greater employee motivation. This finding provides actionable insights for management, emphasizing the importance of cultivating motivation as a bridge between a conducive environment and heightened job satisfaction. While the findings are insightful, the study's generalizability is naturally limited by its specific scope to a single branch of one bank. Future research could benefit from replicating these findings across a broader range of organizations, industries, and geographical locations to assess their universal applicability. Additionally, although the abstract indicates "significant influence," a more detailed discussion of the effect sizes and the practical implications of these relationships would further enhance the paper's contribution. Exploring the specific components of the physical and non-physical environments that contribute most strongly to motivation, or investigating other potential mediating/moderating variables, could also provide richer insights for future academic and practical applications.

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