The Role of Job Satisfaction In Improving Human Resources (Hr) Performance as Influenced by Intrinsic Motivation and Non-Physical Work Environment

Abstract

This study aims to analyze the effect of intrinsic motivation and non-physical work environment on human resource (HR) performance, with job satisfaction as a mediating variable. The research was conducted on government employees involving 75 respondents. This study applied a quantitative approach using Structural Equation Modeling (SEM) with a Partial Least Square (PLS) method, analyzed through SmartPLS software. The results indicate that intrinsic motivation has a positive and significant effect on job satisfaction. The non-physical work environment also has a positive and significant effect on job satisfaction. Furthermore, intrinsic motivation significantly influences HR performance, while the non-physical work environment has a positive but relatively smaller effect on HR performance. Job satisfaction also positively affects HR performance, although its contribution is relatively modest. Based on the coefficient of determination (R-Square), intrinsic motivation and non-physical work environment explain 51.3% of the variance in job satisfaction (moderate category), while intrinsic motivation, non-physical work environment, and job satisfaction explain 45.0% of the variance in HR performance (moderate category). These findings suggest that the research model has adequate predictive power, although other factors outside the model may also influence HR performance. The managerial implications of this study emphasize the importance of enhancing intrinsic motivation and fostering a supportive non-physical work environment to improve job satisfaction and employee performance optimally.