The Influence of Work Facilities and Organizational Climate on Employee Performance: The Mediating Role of Work Motivation at The East Jambi District Office Jambi City
DOI:
https://doi.org/10.38035/dijdbm.v7i5.7203Keywords:
Work Facilities, Organizational Climate, Work Motivation, Employee Performance.Abstract
This study aims to describe the condition of work facilities, organizational climate, work motivation, and employee performance at the East Jambi District Office, Jambi City. It also examines the direct and indirect effects of work facilities and organizational climate, both partially and simultaneously, on work motivation and employee performance, as well as the effect of work motivation on employee performance. To achieve these objectives, the study is supported by relevant theoretical frameworks concerning work facilities, organizational climate, work motivation, and employee performance. In addition, previous studies published in journals and theses were reviewed to provide empirical support for the research. The population consisted of 62 civil servants (ASN) employed at the East Jambi District Office in 2025. Data were analyzed using path analysis, followed by hypothesis testing through the F-test (simultaneous effect) and t-test (partial effect). The results indicate that work facilities and organizational climate jointly explain 74.8% of the variance in work motivation, while the remaining 25.2% is explained by other factors outside the model. Furthermore, work facilities and organizational climate account for 72.1% of the variance in employee performance. Work motivation has a positive and significant effect on employee performance, contributing 60% to its variance, while the remaining 40% is influenced by other variables not examined in this study. The study concludes that work facilities are perceived to be in a good condition, the organizational climate is fairly good, work motivation is moderately high, and employee performance is high. Moreover, work facilities and organizational climate have positive and significant effects, both partially and simultaneously, on work motivation and employee performance. Work motivation also has a positive and significant effect on employee performance.
References
Ady, F., & Wijono, D. (2013). Pengaruh Motivasi Kerja terhadap Kinerja Karyawan. Jurnal Maksipreneur: Manajemen, Koperasi, dan Entrepreneurship, 2(2), 101–112
Agimat, F. A. E. (2023). Pengaruh Lingkungan Kerja terhadap Motivasi Kerja dan Kerjasama Tim PT. POS Indonesia (Persero) KCU Manado. Productivity, 4(1), 81–88.
Aisyah, S., Hariani, D., & Rengga, A. (2012). Pengaruh motivasi dan disiplin kerja terhadap kinerja pegawai di Biro Tata Pemerintahan Sekretariat Daerah Provinsi Jawa Tengah. Journal of Management and Public Policy, 1(2).
Aktarina, D. (2015). Pengaruh Karakteristik Individu, Pekerjaan dan Lingkungan Kerja terhadap Motivasi dan Dampaknya terhadap Kinerja Anggota Polri di Polresta Palembang. Media Wahana Ekonomika, 12(3), 42–54.
Bintang, B. B., Zahari, M., & Hapsara, O. (2025). The Influence of Competency and Organizational Culture Through Motivation on Employee Performance at the Office of the Port Master and Port Authority of Class Iv Muara Sabak. Greenation International Journal of Tourism and Management, 3(4), 458–470. https://doi.org/10.38035/gijtm.v3i4.715
Ekhsan, M. (2019). Pengaruh Motivasi dan Disiplin Kerja terhadap Kinerja Karyawan. Optimal: Jurnal Ekonomi dan Kewirausahaan, 13(1), 1–13.
Hasibuan, Malayu (2016). Manajemen Sumber Daya Manusia. Jakarta: Penerbit Bumi Aksara.
Hariansyah, K., Halin, H., & Wulandari, T. (2023). Pengaruh Iklim Organisasi dan Motivasi Kerja terhadap Kinerja Karyawan PT Srikandi Inti Lestari Palembang. Ekono Insentif, 17(1), 24–33.
Hendri, & Rizki, M. (2021). Pengaruh Fasilitas Kerja Terhadap Kinerja Pegawai Pada Dinas Kependudukan dan Pencatatan Sipil Kabupaten Lampung Selatan. Jurnal Relevansi: Ekonomi, Manajemen dan Bisnis, 5(1), 9–15.
Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The Motivation to Work. New York: John Wiley & Sons.
Karina, M. R., Sunuharyo, B. S., & Mukzam, M. D. (2013). Pengaruh Lingkungan Kerja terhadap Kinerja (Studi pada Karyawan Tetap Bagian Admin dan Sales Counter AUTO 2000 Malang-Sutoyo). Jurnal Administrasi Bisnis, 2(1).
Litwin, G. H., & Stringer, R. A., Jr. (1968). Motivation and Organizational Climate. Boston: Division of Research, Graduate School of Business Administration, Harvard University.
Pamungkas, Y. A., Iqbal, M. A., & Saluy, A. B. (2022). The Influence of Transformational Leadership and Work Environment on Employee Performance Mediated by Work Motivation in Hospitals YPK Mandiri. Dinasti International Journal of Management Science, 3(3), 603–620.
Rahman, G. M., Warsono, H., & Lituhayu, D. (2013). Hubungan kemampuan dan motivasi terhadap kinerja pegawai Biro Tata Pemerintahan Sekretariat Daerah Provinsi Jawa Tengah. Journal of Management and Public Policy, 2(1), 21–30
Robbins, S. P., & Judge, T. A. (2012). Organizational Behavior (15th ed.). Pearson Education.
Sekaran, U., & Bougie, R. (2016). Research Methods for Business: A Skill-Building Approach (7th ed.). Chichester, West Sussex, UK: John Wiley & Sons.
Senen, S., Krisnaldy, & Ishak, G. (2021). Pengaruh Gaya Kepemimpinan terhadap Motivasi (Studi Kasus Yayasan Nurul Ihsan). Jurnal Arastirma, 1(1).
Steers, R. M., Mowday, R. T., & Shapiro, D. L. (2008). Introduction to Special Topic Forum: The Future of Work Motivation Theory. Academy of Management Review, 33(2), 317–320.
Sutrisno, E. (2010). Manajemen Sumber Daya Manusia. Jakarta: Kencana Prenada Media Group.
Zahari, M., Yamali, F. R., & Hartono, H. (2024). The Influence of Servant Leadership and Intrinsic Motivation on Employee Performance Through Organizational Commitment in Subdistrict Government Institutions. Dinasti International Journal of Management Science, 5(3), 521–532. https://doi.org/10.31933/dijms.v5i3.2248.
Downloads
Published
Issue
Section
License
Copyright (c) 2026 Juwita Juwita, M. Zahari, Osrita Hapsara
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors who publish their manuscripts in this journal agree to the following conditions:
- The copyright on each article belongs to the author(s).
- The author acknowledges that the Dinasti International Journal of Digital Business Management (DIJDBM) has the right to be the first to publish with a Creative Commons Attribution 4.0 International license (Attribution 4.0 International (CC BY 4.0).
- Authors can submit articles separately, arrange for the non-exclusive distribution of manuscripts that have been published in this journal into other versions (e.g., sent to the author's institutional repository, publication into books, etc.), by acknowledging that the manuscript has been published for the first time in the Dinasti International Journal of Digital Business Management (DIJDBM).
