The Influence of Work Motivation and Work Environment on Employee Job Satisfaction at The Class II Port Authority Office (KSOP) of Cirebon
Abstract
Employee job satisfaction is an important indicator of organizational effectiveness because it influences employee performance, commitment, and service quality. Although work motivation and work environment have been widely recognized as important determinants of job satisfaction, previous studies have reported inconsistent findings, particularly across different organizational contexts. Empirical evidence from maritime public-sector institutions remains limited. Therefore, this study aims to examine the influence of work motivation and work environment on employee job satisfaction at the Class II Port Authority Office (KSOP) of Cirebon. This study adopted a quantitative approach based on Herzberg’s Two-Factor Theory. Data were collected through a structured questionnaire distributed to all civil servants employed at KSOP Class II Cirebon. Using a saturated sampling technique, the study involved 70 respondents. Data were analyzed using multiple linear regression with SPSS version 23 to examine both partial and simultaneous effects of the independent variables on job satisfaction. The findings indicate that work motivation has a positive but statistically insignificant effect on employee job satisfaction (β = 0.188; p = 0.222). In contrast, work environment has a positive and significant effect on job satisfaction (β = 1.413; p < 0.001) and emerged as the strongest predictor among the variables examined. Furthermore, work motivation and work environment simultaneously have a positive and significant effect on employee job satisfaction (F = 68.427; p < 0.001), explaining 67.1% of the variance in job satisfaction (R² = 0.671). These findings provide partial support for Herzberg’s Two-Factor Theory by demonstrating the dominant role of work environment as a hygiene factor in shaping employee satisfaction within a public-sector organization. The study contributes to the human resource management literature by suggesting that the influence of work motivation on job satisfaction may be context-dependent. Practically, the findings highlight the importance of improving workplace conditions, communication quality, and organizational support to enhance employee job satisfaction and organizational effectiveness.
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