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SINERGI, Volume 6, NUMBER2 SEPTEMBER 2016
Muchtar - THE INFLUENCE OF MOTIVATION AND WORK ENVIRONMENT
ON THE PERFORMANCE OF EMPLOYEES UNIVERSITY PGRI RONGGOLAWE TUBAN
27
THE INFLUENCE OF MOTIVATION AND WORK ENVIRONMENT
ON THE PERFORMANCE OF EMPLOYEES
Muchtar
University DarulUlulm
E-mail: muchtaralam@yahoo.co.id
(Accepted: 25-July-2016; Revised: 23-August-2016; Published: 07-September-2016)
Abstract.This aims to determine the factors that affect the performance of employees of the University PGRI
RonggolaweTuban. These factors are motivation and work environment. Employees who have a high motivation to work will
have a positive impact for the organization, so as to achieve organizational goals. Hypothesis testing is done by spreading the
questionnaire as many as 52 employees of the University PGRI RonggolaweTuban. Analysis using multiple linear regression
analysis. Results of testing the hypothesis that the value F = 4,312; and p = 0.019 (p <0.05) that there is influence motivation
and work environment on employee performance PGRI University RonggolaweTuban. The results of the partial test (t test) on
the motivation variable, obtained t = 0.136, p = 0.892 (p> 0.05), meaning that work motivation has no significant effect on
employee performance. On the environment variable obtained value t = 2,376; and p = 0.021 (p <0.05), which means that the
working environment have a significant effect on employee performance. R2 = 0.115 shows that simultaneously motivated and
able to contribute to the environmental performance of 11.5% on the employees of the University of PGRI RonggolaweTuban..
Keywords: keja motivation, work environment, employee performance
1. Introduction
UNIROW Tuban is one of the
universities PGRI organized by Society
Patrons Institutions of Higher Education
(PPLP-PT) in Tuban engaged in the field of
education. However, in order to create
employee performance PGRI University
Ronggolawe Tuban seems there are still many
obstacles faced so difficult to achieve
organizational goals. Conditions were not ideal
there at the University of PGRI Ronggolawe
Tuban. Where there are employees come to
work late, breaks early and late for work, there
are traders coming into the room that offers
products, lack of facilities and infrastructure,
to leave work early. Thus resulting in
decreased employee performance resulting low
employee motivation in doing the work and
supported the work environment less
comfortable so that the employee's job can not
be completed as planned.
Basically there motivation and a good
working environment at the University of
PGRI Ronggolawe Tuban, but still found their
presentations fluctuations. Low motivation
may affect the performance of employees is
not the maximum, Siagian (2003). There are
fluctuations in the percentage increases and
decreases in absenteeism, a certain month the
percentage of absenteeism above 10 percent
indicates that the rate of absenteeism is high
enough and yet the employees are often late
for work. It is when on leave continuously will
provide serious problems for the organization
as a whole. In indicator of employee
performance by Desler presence is one of the
points which reflect the performance of
employees. Though employees have been
SINERGI, Volume 6, NUMBER2 SEPTEMBER 2016
Muchtar - THE INFLUENCE OF MOTIVATION AND WORK ENVIRONMENT
ON THE PERFORMANCE OF EMPLOYEES UNIVERSITY PGRI RONGGOLAWE TUBAN
28
motivated by a variety of things such as:
salaries that are customized to employment
(allowance for employees remains the
foundation), tourism activities to further
familiarize hubunangan interpersonal and
teamwork, and their training to increase and
improve the skills of HR employees and
others. While working environment PGRI
University Ronggolawe Parking Available
vehicle so that employees can be calm in the
works. Ventilation for air circulation in the
room is always fresh.
Based on these problems, the writer tried
to lift into the study titled "The Effect of
Motivation and Work Environment on
Employee Performance PGRI University
Ronggolawe Tuban
2. Literature
2.1 Work Motivation
According Malthis (2006), motivation is
a desire in a person that causes the person acts.
Usually the person acting for a reason to
achieve the goal. Understanding motivation is
important for performance, reaction to the
compensation and human resources issues are
influenced and influence motivation.
Meanwhile, according to Mangkunagara
(2010: 18), motivation is a condition (energy)
that moves within the individual that is
directed to achieve organizational goals.
Motivation is defined by Stanford (in
Mangkunagara, 2011), that motivation as an
energizing condition of the organism that
serves to direct that the organism toward the
goal of A Certainclass.Motivation as a
condition that drives people towards a,
according Malthis (2006), motivasia dalah
desire in a person that causes the person acts.
Usually the person acting for a reason to
achieve the goal. According Supardi and Saiful
Anwar (2004) Motivation is an individual's
personal circumstances that encourage the
desire of individuals to undertake certain
activities in order to achieve a goal. Arep and
Tanjung (2004) says that the principal
motivation as something, which became the
impetus for someone to work. Meanwhile,
according to Moekiyat (2002) motivation has
the same meaning with the motif, which is an
impetus or incentive to do something. Then
Robbins (2006) says motivation as a process
that will determine the intensity, direction, and
persistence of individuals in order to achieve
the target.
Motivation can be seen as an integral
part of personnel administration within the
framework of the process of formation,
development and direction of labor in an
organization. Motivation as a positive effort to
mobilize, deploy and direct the power and
potential of the workforce in order to
productively managed to achieve and realize
the goals set in advance and as a necessity as
well as an incentive to be able to mobilize,
deploy and direct the potential and power of
human labor is toward the desired. Zainun
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Muchtar - THE INFLUENCE OF MOTIVATION AND WORK ENVIRONMENT
ON THE PERFORMANCE OF EMPLOYEES UNIVERSITY PGRI RONGGOLAWE TUBAN
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Buchori, (2004). Understanding motivation is
important for performance, reaction to the
compensation and human resources issues are
influenced and influence motivation.
In this study, researchers used indicator
of Maslow's theory of motivation. Theory of
Abraham Maslow's hierarchy of needs (in
Sofyandi and Garniwa, 2007), consisting of:
a. Physiological Needs(Physiological-
need).Physiological needs Physiological
needs are the hierarchy of human needs of
the most basic is the need to be able to live
like eating, drinking, housing, oxygen,
sleep and so on.
b. Need for security(Safety-need).If the
physiological needs relatively satisfied,
there appears a need for the second is the
need for security. The need for security
includes security protection from the
dangers of workplace accidents, will
guarantee continuity of work and would
guarantee his old days when they no longer
work.
c. Social needs(Social-need).If the
physiological and safety needs have been
satisfied to a minimum, it would appear the
social needs, namely the need for
companionship, an affiliate of funds closer
interaction with others. In organizations
will relate to the need for a working group
that is compact, good supervision,
recreation together, and so on.
d. Esteem needs(Esteem-need).These needs
include the desire needs to be respected,
valued over individual achievement,
recognition of one's capabilities and
expertise as well as the effectiveness of
one's work.
e. Self-actualization needs(Self-
actualizationneed).Self actualization is
Maslow's hierarchy of needs of the most
high. Self-actualization related to the
process of developing the true potential of
a person. The need to demonstrate
knowledge, skills and potential of a person.
In fact, the need for self-actualization
tendency increasing its potential for people
to actualize their behavior. Someone who
is dominated by the need for self-
actualization happy to be tasks that
challenge the ability and expertise.
2.2 Environment The
work environment in a company need to
be considered, this was due to the work
environment has a direct impact on employees.
Work environment can improve employee
performance and conversely, inadequate
working environment will be able to decrease
employee performance. A good working
environment where employees are said to be
conducting an optimal, healthy, safe, and
comfortable. Therefore, the determination and
the creation of a good working environment
will determine success in achieving
organizational goals. Conversely, if the
SINERGI, Volume 6, NUMBER2 SEPTEMBER 2016
Muchtar - THE INFLUENCE OF MOTIVATION AND WORK ENVIRONMENT
ON THE PERFORMANCE OF EMPLOYEES UNIVERSITY PGRI RONGGOLAWE TUBAN
30
working environment is not good to be able to
decrease the motivation and morale, and
ultimately can degrade the performance of
employees. According to Robbins (2003)
environments are institutions or forces beyond
that could potentially affect the performance of
the organization, the surroundings are
formulated into two general environment and
specific environment.
According to Basuki and Susilowati
(2005) work environment is everything that is
in the environment that can affect either
directly or indirectly, any person or group of
people in carrying out its activities. According
to Barry rendering & jayheizer (2001: 239),
the work environment is the physical
environment where employees work affecting
the performance, security and quality of their
working lives.
According Gouzali Saydam (2000) also
mentions that the working environment is the
whole infrastructure of the existing work
around employees who are doing the work,
which may affect the implementation of the
work itself. According Sedarmayanti (2001)
work environment is a whole tool tooling and
materials encountered, the neighborhood
where a person is working, working methods,
as well as the arrangement works both as
individuals and as a group ".
From the opinions above it can be
knotted out that the work environment is
everything that is around the employee at
work, either in the form of physical or
nonphysical, directly or indirectly, to influence
him and his work at work.
Sedarmayanti (2001: 21) states that,
generally speaking, the type of work
environment is divided into two namely:
a. physical work environment are all
circumstances the physical form contained
around the workplace that may affect the
employees either directly or indirectly. In
order to minimize the influence of the
physical environment for employees, the
first step will have to study humans, both
on the physical and behavior as well as the
physical, and then used as a basis to think
of appropriate physical environment. The
entirety of the internal and external factors
that are around the workplace each
employee, in this case is in the form of a
physical place such as chairs, tables and
equipment other work that may affect
employees in performing their duties and
daily work is called the physical work
environment, Rumada and Mudiartha
(2013).
b. Non-physical work environment is all of
the circumstances relating to labor
relations, good relations with superiors and
co-workers relationships, or relationships
with subordinates. Non-physical
environment is also a group working
environment can not be ignored.
According Nitisemito (2000), the company
should be able to reflect the enabling
conditions for cooperation between the
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Muchtar - THE INFLUENCE OF MOTIVATION AND WORK ENVIRONMENT
ON THE PERFORMANCE OF EMPLOYEES UNIVERSITY PGRI RONGGOLAWE TUBAN
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levels superiors, subordinates and who has
the same official status in the company.
Conditions should be created is a family
atmosphere, good communication, and
self-control.
2.3 of
The performanceemployees is the result
of a planned process specific job at the time
and place of the employee and the organization
concerned according Mangkuprawira and
Hubeis (2007). According Stolovitch and
Keeps (in Mangkuprawira, 2007) is a set of
performance results and refer to the
achievement of the action and the
implementation of any work requested.
Performance or performance is the result or
output of a process (Nurlaila, 2010).
According Sedarmayanti (2011) Performance
is a translation of the performance, which
means the work of a worker, a management
process or an organization as a whole, where
the results of the work have to be shown the
evidence is concrete and measurable
(compared to the standard that has been
specified).
In the context of the results, Bernardin
(2001) stated that the performance is a record
of the results produced (generated) on specific
job functions or activities for a certain period
of time. From these definitions, Bernardin
stressed the notion of performance as a result,
not a character trait (trait) and behavior. The
notion of performance as a result are also
linked to productivity and effectiveness,
Ricard (2003). Related to the performance as
behavior, Murphy, (in Ricard, 2002) states that
the performance of a set of behaviors that are
relevant to the goals of the organization or
organizational unit where people work. The
notion of performance as behavior is also
expressed by Sudarmanto (2009) performance
is a set of behaviors that are relevant to the
goals of the organization where people work.
Performance is something that is actual
working person and can be observed.
Performance is not the consequence or result
of the action, but the action itself, Campbell,
(in Richard 2003).
Performance is a function of motivation
and ability. To complete the task or job a
person should have a degree of willingness and
a certain level of ability. The willingness and
skills of a person is not effective enough to do
something without a clear understanding of
what will be done and how to do it.
Performance is the actual behavior shown by
everyone as the resulting performance by
employees in accordance with its role within
the company. Employee performance is a very
important point in the company's efforts to
seek the goal (Riva, 2006).
Indicators of employee performance by
Mathis and Jackson (2006) are as follows:
a. Quantity. Quantity is the amount produced
is expressed in terms such as the number of
units, number of cycles completed activity.
The measured quantity of employee
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Muchtar - THE INFLUENCE OF MOTIVATION AND WORK ENVIRONMENT
ON THE PERFORMANCE OF EMPLOYEES UNIVERSITY PGRI RONGGOLAWE TUBAN
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perceptions of the assigned amount of
activity and results.
b. Quality. Quality is the observance of the
procedure, discipline, dedication. The
degree to which the results of the activity
of the desired near-perfect in the sense
adjust some ideal way of appearance of
activity, as well as meet the objectives
expected from an activity. Quality work is
measured employee perceptions of the
quality of work produced and the
perfection of the task against the skills and
abilities of employees.
c. Reliability. Reliability is the ability to do
the required job with minimum
supervision. According to Zeithaml &
Berry (in Sudarmanto, 2009) the reliability
mencakp consistency of performance and
reliability in service; accurate, true and
correct.
d. Presence. Presence is the belief will come
to work every day and according to the
working hours.
e. The ability to work together.
Interoperability is the ability of an
employee to work together with others in
completing tasks and jobs that have been
set so as to achieve efficiency and
effectiveness as much as possible.
3. Research Methods
3.1 Research Subjects
According Sugiyono (2008) are some of
the sample number and arakteristik owned by
the population. In order obtained
representative samples, the researchers used
the formula slovin. Based on the above
calculation, obtained a sample of 52 out of 110
the number of employees of the University
PGRI Ronggolawe.
For the determination of the sample in
this study using the technique of random
sampling area is proportional sampling
technique taken from each subpopulation
drawn at random based on the proportion of
the number of existing employees in each
subpopulation. Here is the procedure of
determining the number of samples in each
subpopulation at the University of PGRI
Ronggolawe employees of a number of
samples 52.
3.2 Data Collection
In this study the procedures used to
collect data using the questionnaire technique
is a way of collecting data by distributing
questions to the respondent and the respondent
will provide a response to the the question,
Husein. (2005). Data collection for this
research was conducted through a
questionnaire to the respondent to determine
the responses of respondents regarding
motivation, work environment and employee
performance. Questionnaires will be
distributed to all employees of the University
PGRI Ronggolawe Tuban according to the
number of samples.
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Muchtar - THE INFLUENCE OF MOTIVATION AND WORK ENVIRONMENT
ON THE PERFORMANCE OF EMPLOYEES UNIVERSITY PGRI RONGGOLAWE TUBAN
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3.3 Data Analysis
Data analysis techniques used in this
study using multiple regression analysis. The
results of the regression equation can be
determined as follows.
Table 1
Testingregression equation
Model
unstandardizedC
oefficients
Standardiz
ed
Coefficient
s
B
Std.
Error
Beta
1
(Constant)
26 658
5159
Motivation
.015
.108
.022
Lingkungan_K
erja
.084
.375
.199
Modek regression equation could be
identified as
Y = 26 658 + 0.015 X1 + 0.199 X2
The model shows the sense that:
a. constant = 26 658. If the variable
motivation and the working environment is
assumed to remain the performance of
employees will increase by 26 658.
b. Work Motivation coefficient X1. Work
motivation coefficient value of 0.015.
Stating that there was an increase every
one score for motivation to work will be
followed by an increase in employee
performance sebesar0.015.
c. Work Environment coefficient X2. The
coefficient of the working environment
show the number of 0199. states that in the
event of an increase of 1 scores for the
working environment will be followed by
an increase in the employee's performance
for 0199.
4. Results
To determine the influence of the
independent variable of work motivation, work
environment against the dependent variable is
the performance of employees it is necessary
to test t. partial testing can be seen from the t
test, if the probability value <0.05, Ho
rejected, which means there is significant
influence. Partial assay results can be seen in
the following table
Table 2.
Testing the hypothesis of partial
Coefficientsa
Model
unstandardized
Coefficients
Standardiz
ed
Coefficient
s
t
Sig.
B
Std.
Error
Beta
1
26,658 5,159
5,167 .000
(Cons
tant)
Motivation
.108
.022
.136
.892
.015
Lingkungan_Ker
ja
.084
.375
2,376
.021
.199
a. Dependent Variable: Performance
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Muchtar - THE INFLUENCE OF MOTIVATION AND WORK ENVIRONMENT
ON THE PERFORMANCE OF EMPLOYEES UNIVERSITY PGRI RONGGOLAWE TUBAN
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Based on the partial test results for
motivation variable obtained t count = 0.136
with a significance value of 0.892. > 0.05 then
Ho is accepted and Ha rejected. This shows
that the partial H1 stating that there is
influence of motivation on employee
performance declined.
Based on the partial test results for the
working environment variable obtained t count
= 2,376 with a significance value of 0.021.
Because a significant probability of much less
than 0.05 then Ho is rejected and Ha accepted.
This shows that the partial H1 stating that no
work environment influence on employee
performance acceptable.
So based on the testing of each
independent variable on the dependent variable
partially seen that motivation variable is
smaller than the variable work environment
that is 0.136 <2,376. This shows that the H3
which stated that the motivation variable
dominant influence on employee performance
variable PGRI University Ronggolawe Tuban
rejected.
Simultaneous test is used to determine
the effect of free variable work motivation and
work environment on employee performance
variables bound together.
Table 3
simultaneous hypothesis testing
ANOVAa
model
Sum of
Squares
Df
Mean
Square
F
Sig.
1
Regressi
on
2 48,025
4,312 .019
96,050
b
Residual
545 700
49
11 137
Total
641 750
51
a. Dependent Variable: Performance
b. Predictors: (Constant), Lingkungan_Kerja, Motivation
From ANOVA or F test obtained value
of F count equal to 4,312 with significance
level of 0.019. Because a significant
probability of much less than 0.05 then Ho is
rejected and Ha accepted. This shows that
simultaneous H2 stating that There is the
influence of motivation, simultaneously to the
Work Environment Employee Performance
received.
The amount of partially free variable
influence can be seen from the squared partial
correlation below:
Table 4
Tests of partial determination coefficient
Coefficientsa
Model
Correlations
Statistics
collinea
rity-
orderZe
ro
Partial
Part
Toleran
ce
VIF
1
(Constant)
SINERGI, Volume 6, NUMBER2 SEPTEMBER 2016
Muchtar - THE INFLUENCE OF MOTIVATION AND WORK ENVIRONMENT
ON THE PERFORMANCE OF EMPLOYEES UNIVERSITY PGRI RONGGOLAWE TUBAN
35
Motivation
.227
.019
.018
.698
1.43
3
Lingkungan_Ker
ja
.321
.313
.698
1,433
.386
a. Dependent Variable: Performance
Based on calculations using SPSS 20 is
known that the contribution of variable
coefficient of motivation on the performance
of employees is 0,019 so it can be seen that the
contribution of the influence of work
motivation on employee performance
amounted to (0.019) 2 is equal to 0.0004 or
0.04%. The coefficient between the work
environment on the performance of employees
is 0.321 so it can be seen that the contribution
of the work environment influence on the
performance of employees amounted to
(0.321) 2 is equal to 0.1030 or 10.30%.
To determine the contribution of work
motivation and work environment on
employee performance can simultaneously be
known based on the value of Adjusted R
Square on Simultaneous Determination Table
Table 5
Testing the simultaneous determination
coefficient
Model Summaryb
Mod
el
R
R
Square
Adjusted R
Square
Std. Error
of the
Estimate
Durbin-
Watson
1
.387a
.150
.115
3337
1976
a. Predictors: (Constant), Lingkungan_Kerja, Motivation
b. Dependent Variable: Performance
Based Model Summary table in the know
that the value of Adjusted R Square of 0.115.
It can be concluded that the contribution of the
work environment kerjadan motivation on
employee performance simultaneously is
11.5%. While the remaining 88.5% is
influenced by other factors were not examined.
5. Discussion
Based on the analysis of data in this
study showed that motivation did not have
significant influence on employee
performance. It is the show of the partial test
results obtained from the results of partial
correlation coefficient of 0.019 so as r² is
(0.019) ² = 0.0004 or 0.04%, which means the
effective contribution to the motivation of the
employee's performance of 0.04%. Partially
motivation does not affect the performance of
employees of the University PGRI
Ronggolawe Tuban, because the gain is
significantly smaller than 0.05. While working
environment based on the analysis of data in
this study can be seen that the working
environment has a significant influence on
employee performance. It can be seen from the
partial test results obtained from the results of
partial correlation coefficient of 0.321 so as r2
is (0.321) 2 = 0.1030, or 10.30%, which means
an effective contribution to the work
environment on the performance of employees
is 10.30%. So that Ha which reads "no
SINERGI, Volume 6, NUMBER2 SEPTEMBER 2016
Muchtar - THE INFLUENCE OF MOTIVATION AND WORK ENVIRONMENT
ON THE PERFORMANCE OF EMPLOYEES UNIVERSITY PGRI RONGGOLAWE TUBAN
36
influence motivation, work environment on
employee performance PGRI University
Ronggolawe Tuban partially" for the rejected
and the motivation for the work environment
acceptable. This shows that, with the lack of
motivation that will produce low employee
performance Sedangkang their good
motivation to work will get the maximum
performance of the employee. This is
consistent with the theory Handoko (2001)
which states that motivation is one of the
factors that may affect kinerj employees.
Besides motivation, work environment
also affects the performance of employees.
This shows that with a good working
environment in the work will get better the
performance of the employee while the lower
kerjayang environment will result in low
employee performance anyway. This is
consistent with the theory Nitisemito, (2000)
that a work environment can be said to be both
appropriate when an employee can carry out
activities in an optimal, healthy, safe, and
comfortable, while the working environment
less well requires manpower and a lot more
time and not supports obtaining an efficient
work system design. Work environment can
directly influence employees in improving
employee performance. Instead inadequate
working environment will be able to decrease
employee performance. A good working
environment is said what if humans can carry
out activities in an optimal, healthy, safe,
comfortable.
The results of the analysis of test data
simultaneously show that motivation and
working environment together have significant
influence on employee performance PGRI
University Ronggolawe Tuban 11.5%. Thus it
can be explained that in addition to motivation
and work environment, employee performance
were also determined by other factors not
examined in this study amounted to 88.5%.
Despite the good working environment but is
not supported by other adequate facilities, then
the employee's performance can also be less
than optimal. So that we can achieve the
maximum performance of the employee, then
we must understand the factors that affect the
performance of the employee. Employee
performance will increase when the factors
that affect the harmony and positive effect.
Based on testing of each independent
variable on the dependent variable partially
seen that motivation variable is smaller than
the variable work environment that is 0.136
<2,376. This shows that the H3 which stated
that the motivation variable dominant
influence on employee performance variable
PGRI University Ronggolawe Tuban rejected.
It is expected that the University PGRI
Ronggolawe immediately increase the
motivation in order to achieve maximum
performance.
6. Conclusion
From the results of testing hypotheses
from the previous chapter, in this study it can
SINERGI, Volume 6, NUMBER2 SEPTEMBER 2016
Muchtar - THE INFLUENCE OF MOTIVATION AND WORK ENVIRONMENT
ON THE PERFORMANCE OF EMPLOYEES UNIVERSITY PGRI RONGGOLAWE TUBAN
37
be concluded that:
a. Partially work motivation does not
significantly affect the performance of
employees at the University of PGRI
Ronggolawe Tuban. This is evidenced by
the results of multiple regression analysis
of the t-test, with a value of t = 0.136 with
a significance value of 0.892. > 0.05, so
then Ho is accepted, it means working
motivation has no significant effect on
employee performance.
b. Partially working environment
significantly influence the performance of
employees at the University of PGRI
Ronggolawe Tuban. This is evidenced by
the results of multiple regression analysis
of the t-test, with a value of t = 2,376 with
a significance value of 0.021. Because a
significant probability of much less than
0.05 is 0.021 <0.05, so then Ho is rejected,
meaning that the working environment
have a significant effect on employee
performance.
c. Simultaneously (simultaneously) the
motivation and the working environment
significantly influence employee
performance. This is evidenced by the
multiple regression analysis to test-f
(ANOVA), It is proved from the Fhitung
4312 with a significance level of 0.019.
Because a significant probability of much
less than 0.05 is 0.019 <0.05 then Ho is
rejected and Ha accepted. This shows that
simultaneous H2 stating that There is an
effect Motivation, Work Environment
simultaneous to performance received.
d. based on the testing of each independent
variable on the dependent variable partially
seen that tcount motivation variable is
smaller than the tcount work environment
that is 0.136 <2,376. This shows that the
dominant motivation variable influence to
variable employee performance PGRI
University Ronggolawe Tuban rejected.
e. Employee performance (Y1) of 11.5% was
influenced by the work motivation (X1),
work environment (X2), while the
remaining 88.5% influenced by causes or
other factors.
It can thus be seen that the partial work
motivation does not significantly affect the
performance of employees of the University
PGRI Ronggolawe Tubna, but partially
environmental variables significantly influence
employee performance. Then simultaneously
or simultaneously work motivation, work
environment significantly influence employee
performance power PGRI University
Ronggolawe Tuban.
7. Suggestions
As for suggestions to the writer
suggested based on the conclusions above are
as follows:
a. Based on the multiple linear regression
analysis that the independent variables are
more dominant in influencing the
dependent variable is the work
SINERGI, Volume 6, NUMBER2 SEPTEMBER 2016
Muchtar - THE INFLUENCE OF MOTIVATION AND WORK ENVIRONMENT
ON THE PERFORMANCE OF EMPLOYEES UNIVERSITY PGRI RONGGOLAWE TUBAN
38
environment (X2), while the work
motivation (X1) has a lower value is
compared to the work environment, so that
leaders should pay more attention to
employee motivation is in the employees
to be more able to improve the
performance of employees at the
University of PGRI Ronggolawe Tuban.
b. Given the motivation and the work
environment has an influence on the
performance of employees, the company
should be able to make work motivation
and work environment as a strategy to
improve the performance of employees at
the University of PGRI Ronggolawe Tuban
..
c. Motivation has no significant effect, this
suggests that the motivation is less will
produce low employee performance, while
their good motivation to work will get the
performance of employees. This is
consistent with the theory Handoko (2001:
193) which states that motivation is one of
the factors that can affect the performance
of employees. Therefore the motivation of
the employees must be improved so that
every employee can be motivated to work
harder in order to achieve good
performance / high, so that the company's
goals can be achieved.
d. The work environment has a significant
influence on employee performance, if the
work environment in good standing within
the company, the employees will carry out
the task with high awareness and a sense of
comfort, and this has a positive influence
on the performance of the existing staff in
the institution / company's , Therefore, the
working environment around the employee
must be kept and observed that every
employee can feel comfortable in working
to achieve good performance / high, so that
the goals set agency / company can be
reached.
e. The Executive Board is also expected
Tuban PGRI Ronggolawe should pay
attention to employee motivation is on the
employees and the work environment for
employees must be in good condition, in
addition to the leaders also were expected
to consider other factors that can increase
the performance of employees, such as
leadership style. Dengan adanya gaya
kepemimpinan yang diinginkan para
pegawai diharapkan para pegawai akan
lebih loyal terhadap perusahaan sehingga
menghasilkan kinerja yang baik/tinggi
pula.
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