Vol. 3, No. 2, January 2022
p-ISSN 2775-3832 ; e-ISSN 2775-7285
66 http://matriks.greenvest.co.id
THE INFLUENCE OF THE WORK ENVIRONMENT ON MOTIVATION
AND THEIR IMPACT ON EMPLOYEE PERFORMANCE AT
DISTRIBUTION CENTER THE BODY SHOP INDONESIA
Muhammad Abdullah
Nusa Mandiri University, Indonesia
Email: muhammadabdullahlecturer@gmail.com
Received:
December, 20
th
2021
Revised:
December, 22
nd
2021
Approved:
January, 15
th
2022
Abstract
All companies in the world are currently in a condition affected by the
effects of the Covid-19 pandemic that emerged at the end of 2019.
The purpose of this study was to determine how the direct influence of
the work environment on employee performance, the direct influence
of motivation on employee performance, and to determine the effect
of the work environment through motivation and its impact on
employee performance at The Body Shop Indonesia Distribution
Center. The population and sample of the object of this research are
all employees who work in the Distribution Center of The Body Shop
Indonesia, totaling 39 people. The results of the study indicate that
there is a direct and significant influence of the work environment on
employee performance, then there is also a direct and significant
influence of motivation on employee performance and proves that
there is an influence of the work environment through motivation on
employee performance at the Distribution Center of The Body Shop
Indonesia.
Keywords: Working Enviroment; Motivation; Employee Performance
Abstrak
Semua perusahaan di dunia saat ini sedang dalam kondisi yang
tedampak oleh efek pandemi Covid-19 yang muncul di akhir tahun
2019. Tujuan dari penelitian ini adalah untuk mengetahui bagaimana
pengaruh langsung dari lingkungan kerja terhadap kinerja karyawan,
pengaruh langsung dari motivasi terhadap kinerja karyawan, serta
untuk mengetahui pengaruh lingkungan kerja melalui motivasi dan
dampaknya terhadap kinerja karyawan Distribution Center The Body
Shop Indonesia. Populasi maupun sampel dari objek penelitian kali ini
adalah semua karyawan yang bekerja di Distribution Center The Body
Shop Indonesia yang berjumlah 39 orang. Hasil penelitian
menunjukkan bahwa terdapat pengaruh langsung dan signifikan dari
lingkungan kerja terhadap kinerja karyawan, kemudian juga terdapat
pengaruh langsung dan signifikan dari motivasi terhadap kinerja
karyawan, serta membuktikan bahwa adanya pengaruh dari lingkungan
kerja melalui motivasi terhadap kinerja karyawan di Distribution
Center The Body Shop Indonesia.
Kata kunci: Lingkungan Kerja; Motivasi; Kinerja
The Influence of The Work Environment on Motivation
and Their Impact on Employee Performance at
Distribution Center The Body Shop Indonesia
Matriks: Jurnal
Sosial dan Sains
Muhammad Abdullah 67
Introduction
All companies in the world are currently in a condition that is affected by the
effects of the covid-19 pandemic that emerged at the end of 2019, this has caused many
companies to go bankrupt due to poor company performance. It is at this point that it is
very clear that the company's performance is very decisive for the sustainability and
sustainability of the company, the company's performance is basically produced from the
work of all employees in the organization. This means that maintaining the performance
of all employees in the organization, will automatically have an impact on maintaining
the company's performance. As we know that to realize good employee performance, it is
necessary to manage, plan and organize within the company environment, which is
carried out by Human Resource Management, because basically, employees are company
assets that are important for the company to pay attention to and must be maintained as
well as possible. Seeing the above conditions Human Resource Management is needed by
companies to manage and overcome problems related to the conditions, tasks, and
circumstances of human resources or employees in a company. This is also felt by the
management team of The Body Shop Indonesia Distribution Center, The Body Shop
Indonesia is one of the big beauty brands and has around 1 million active consumers who
are called Love Your Body Members in running their business, they need support from
the Distribution Center team so that the role and performance of The Body Shop
Indonesia Distribution Center employees greatly affect the company's performance, all
products received by The Body Shop Indonesia consumers through the supply chain that
is run and managed by Distribution Center employees.
There are many factors that can affect employee performance in general, such as
work environment, work motivation, organizational commitment, job satisfaction,
compensation, leadership style, and competence. Departing from this background, the
researchers tried to conduct a pre-survey to find out what things most affect the
performance of employees at The Body Shop Indonesia Distribution Center, below are
the results of the researcher's pre-survey:
Picture 1. Graph of the Effect of Employee Performance.
It was found that according to the views of the employees at The Body Shop
Indonesia Distribution Center, the factors that affect their performance are the Work
Environment (56.4% chosen by the respondents) and Motivation (28.2% chosen by the
respondents). This result is in line with the many studies regarding the influence of the
Work Environment on Employee Performance, one of which is in the journal AGORA
Vol. 5 No.1 (2017) written by Apfia Ferawati said that the work environment has a
positive influence on the performance of employees of PT. Cahaya Indo Persada is
Vol. 3, No. 2, January 2022
p-ISSN 2775-3832 ; e-ISSN 2775-7285
68 http://matriks.greenvest.co.id
proven by the results of R 0.728 and an R-Square value of 0.530 with a significance value
of 0.000. In addition, in the Journal of Business Research & Investment Vol. 3 No. 2,
August 2017 written by Lyta Lestary and Harmon where the research results show that
the influence of the Work Environment on Employee Performance in the Detail Part
Manufacturing Division of the Production Directorate of PT Dirgantara Indonesia
(Persero) is 19.2% (results R-Square 0.192) and there is a positive influence from the
work environment variable to the employee performance variable. And there is one more
study that explains the influence of the Work Environment on Performance in the
proceedings made by Denok Sunarsi, Hadion Wijoyo, Dodi Prasada, and Dede Andi in
the National Seminar on Management, Economics and Accounting Faculty of Economics
and Business UNP Kediri in 2020 explained that the R value of 0.789 and the value of R-
Square 0.622 or 62.2% of the work environment has a contribution effect on the
performance of employees of PT. Mentari Persada.
In addition to the work environment in the pre-survey above, there are other factors
that are considered to have the most influence on the performance of The Body Shop
Indonesia Distribution Center employees, namely motivation. Optimal: Journal of
Economics and Entrepreneurship Vol 13 No.1 2019 by Muhamad Ekhsan in his research
explained that the significance value of motivation and work discipline variables affected
55.7% of employee performance at PT Syncrum Logistics. Then there is also research
from Bagus Ikhsan Bagaskara and Edy Rahardja in the Diponegoro Journal of
Management Vol. 7 No. 2, 2018:1–11 in this study, work motivation has a positive effect
on employee performance. This is based on the results of the t-test calculation where the
tcount of 3.565 is greater than the ttable of 1.995. The significance level of the work
motivation variable is 0.001 where the significance level is lower than 0.05. It can be
concluded that work motivation has a positive and significant effect on employee
performance. As well as in the research conducted by Bayu Dwilaksono Hanafi and
Corry Yohana in the Journal of Economic and Business Education (JPEB) Vol. 5 No.1
March 2017 at PT BNI Life Insurance explained that the results of the study stated that
the motivation variable on employee performance had a positive and significant effect
because it had a t-value of 2.97 > ttable 1.96.
The work environment factor accompanied by motivation as an intervening
variable has also been proven by many researchers, at least in the journal AGORA Vol. 5,
No. 3 2017 explained that the direct effect of the work environment on employee
performance is smaller than the indirect effect of the work environment on employee
performance through work motivation. Then in Isnan Arief Aryono's 2017 thesis entitled
"The Influence of Leadership and Work Environment on Employee Performance at PT.
KAI DAOP 6 Yogyakarta with Motivation as Intervening Variable” found evidence that
the work environment affects performance through motivation. The direct effect of the
work environment on performance is 0.190 while the indirect effect of the work
environment on performance through motivation as an intervening variable is 0.237. The
existence of motivation can increase the influence of the work environment on employee
performance. This is confirmed in the journal JBBE, Vol. 13, No. 01, February 2020
written by Andi Hasryningsih Asfar and Rita Anggraeni. In the journal it was concluded
that the work environment through motivation to performance has a greater tcount value
of 5.399 compared to the tcount value if the t value of the work environment on
performance directly is 4.146, then in previous research indeed the work environment
factor accompanied by motivation as an intervening variable has a strong theoretical
foundation.
The work environment in an organization, especially a company, has an urgency to
be considered, especially by management, a good work environment can have a direct
The Influence of The Work Environment on Motivation
and Their Impact on Employee Performance at
Distribution Center The Body Shop Indonesia
Matriks: Jurnal
Sosial dan Sains
Muhammad Abdullah 69
impact on employee performance as stated by Sedarmayanti (2017:26) which reveals that
the work environment can affect an employee's performance because a human being will
be able to carry out its activities properly, so that an optimal result is achieved if it is
supported by appropriate environmental conditions. The work environment has a
meaning, namely the overall tools and materials encountered, the surrounding
environment in which a person works, his work methods, and work arrangements are
good or appropriate if humans can carry out their activities optimally, healthy, safe, and
comfortable. The dimensions of the work environment are divided into 2, namely the
physical work environment and non-physical work environment.
Motivation is also very fundamental to employee performance. The opinion of
David McClelland in Hasibuan (2016: 95) his motivation theory says that a person's
productivity can be determined by the "mental virus" that exists in him. Mental viruses
are mental conditions that encourage a person to be able to achieve maximum
performance. The mental virus in question consists of 3 (three) groups of needs, namely:
the need for achievement (the need for success), the need for affiliation (the need to
expand success), and the need for power (the need to master something).
All the above factors are nothing but to improve employee performance.
Mangkunegara (2017: 9) states that performance is the result of work in quality and
quantity that can be achieved by an employee in carrying out tasks in accordance with the
responsibilities given to him. According to John Miner quoted by Fahmi (2017: 34) to
achieve or assess performance, there are dimensions that become benchmarks, namely:
1. Quality
2. Quantity
3. Use of Time at Work
4. Cooperation.
Research Methods
This research is a type of quantitative research that emphasizes testing theories
through measuring research variables with numbers and requires data analysis with
statistical procedures. The measuring instrument in this study is a questionnaire with a
Likert scale. According to Sugiyono (2018:132) the Likert scale is used to measure
attitudes, opinions, and perceptions of a person or group of people about social
phenomena. For the purposes of quantitative analysis, five alternative answers were given
to respondents for each variable using a scale of 1 to 5.
This type of research is explanatory research. According to Sugiyono (2017:6),
explanatory research is a research method that intends to explain the position of the
variables studied and the influence between one variable and another. The main reason
this researcher uses this explanatory research method is to test the proposed hypothesis, it
is hoped that this research can explain the relationship and influence between the
independent and dependent variables in the hypothesis. In this study, the researcher's
hypothesis was formulated as follows:
H
1
: There is a direct influence of the work environment (X) on motivation (Y) at the
Distribution Center of The Body Shop Indonesia
H
2
: There is a direct effect of the work environment (X) on employee performance (Z) at
The Body Shop Indonesia Distribution Center
H
3
: There is a direct influence of motivation (Y) on employee performance (Z) at the
Distribution Center of The Body Shop Indonesia
H
4
: There is a significant indirect effect of the work environment (X) through motivation
(Y) on employee performance (Z) at The Body Shop Indonesia Distribution Center.
Vol. 3, No. 2, January 2022
p-ISSN 2775-3832 ; e-ISSN 2775-7285
70 http://matriks.greenvest.co.id
Picture 2. Employee Performance Research Flow.
The object of this research is all employees of The Body Shop Indonesia
Distribution Center and data collection techniques in this study via a Google Form link
which will store all 39 respondents' responses. Because the total population of The Body
Shop Indonesia Distribution Center employees is 39 people, the sampling technique used
in this study is total sampling. The following are descriptive statistics of the object of this
research:
Data analysis in this study was assisted with the help of SPSS 24 software, with the
provisions of the F test at Alpha = 0.05 or p 0.05 as the significance level of F (sig. F)
while for the T test the significance level of Alpha = 0.05 or p 0.05 which is generated by
the code (sig.T).
Results and Discussion
A. Validity Test
Validity testing is carried out to determine whether a questionnaire is valid or not
from each of these variables. The validity test that has been carried out in this study is
shown in the following table:
The Influence of The Work Environment on Motivation
and Their Impact on Employee Performance at
Distribution Center The Body Shop Indonesia
Matriks: Jurnal
Sosial dan Sains
Muhammad Abdullah 71
X1 X2 X3 X4 X5 X6 X7 X8 X9 X10 Xtotal
Pearson Correlation 1
.406
*
.620
**
0.281 0.078
.669
**
.596
**
0.281
.549
**
0.282
.777
**
Sig. (2-tailed) 0.010 0.000 0.083 0.636 0.000 0.000 0.083 0.000 0.082 0.000
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation
.406
*
1
.327
*
-0.065 -0.057 0.262 0.245 0.075 0.174 -0.109
.337
*
Sig. (2-tailed) 0.010 0.042 0.695 0.730 0.108 0.133 0.649 0.289 0.508 0.036
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation
.620
**
.327
*
1
.420
**
0.117
.495
**
.630
**
.389
*
.452
**
0.182
.747
**
Sig. (2-tailed) 0.000 0.042 0.008 0.479 0.001 0.000 0.014 0.004 0.268 0.000
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation 0.281 -0.065
.420
**
1 0.245
.427
**
.361
*
.515
**
0.178
.333
*
.552
**
Sig. (2-tailed) 0.083 0.695 0.008 0.133 0.007 0.024 0.001 0.279 0.038 0.000
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation 0.078 -0.057 0.117 0.245 1 0.216
.318
*
.453
**
0.075 0.174
.381
*
Sig. (2-tailed) 0.636 0.730 0.479 0.133 0.187 0.048 0.004 0.649 0.289 0.017
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation
.669
**
0.262
.495
**
.427
**
0.216 1
.635
**
.477
**
.448
**
0.271
.790
**
Sig. (2-tailed) 0.000 0.108 0.001 0.007 0.187 0.000 0.002 0.004 0.095 0.000
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation
.596
**
0.245
.630
**
.361
*
.318
*
.635
**
1
.518
**
.652
**
.404
*
.862
**
Sig. (2-tailed) 0.000 0.133 0.000 0.024 0.048 0.000 0.001 0.000 0.011 0.000
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation 0.281 0.075
.389
*
.515
**
.453
**
.477
**
.518
**
1
.329
*
0.284
.650
**
Sig. (2-tailed) 0.083 0.649 0.014 0.001 0.004 0.002 0.001 0.041 0.079 0.000
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation
.549
**
0.174
.452
**
0.178 0.075
.448
**
.652
**
.329
*
1
.472
**
.713
**
Sig. (2-tailed) 0.000 0.289 0.004 0.279 0.649 0.004 0.000 0.041 0.002 0.000
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation 0.282 -0.109 0.182
.333
*
0.174 0.271
.404
*
0.284
.472
**
1
.506
**
Sig. (2-tailed) 0.082 0.508 0.268 0.038 0.289 0.095 0.011 0.079 0.002 0.001
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation
.777
**
.337
*
.747
**
.552
**
.381
*
.790
**
.862
**
.650
**
.713
**
.506
**
1
Sig. (2-tailed) 0.000 0.036 0.000 0.000 0.017 0.000 0.000 0.000 0.000 0.001
N 39 39 39 39 39 39 39 39 39 39 39
X5
X6
X7
X8
X9
X10
Xtotal
*. Correlation is significant at the 0.05 level (2-tailed).
**. Correlation is significant at the 0.01 level (2-tailed).
Correlations
X1
X2
X3
X4
Picture 3. Significant Correlation X (Pearson Correlation).
Vol. 3, No. 2, January 2022
p-ISSN 2775-3832 ; e-ISSN 2775-7285
72 http://matriks.greenvest.co.id
Picture 4. Significant Y Correlation (Pearson Correlation).
Correlations
Y1
Y2
Y3
Y4
Ytotal
**. Correlation is significant at the 0.01 level (2-tailed).
*. Correlation is significant at the 0.05 level (2-tailed).
Y5
Y6
Y7
Y8
Y9
Y10
The Influence of The Work Environment on Motivation
and Their Impact on Employee Performance at
Distribution Center The Body Shop Indonesia
Matriks: Jurnal
Sosial dan Sains
Muhammad Abdullah 73
Picture 5. Significant Correlation Z (Pearson Correlation).
Based on the results of the validity test of all variables the value of rcount is greater
than rtable, so that all questionnaires in this study are valid.
B. Reliability Test
Reliability testing is carried out to determine how reliable the variables in this
study are. The method to measure whether the variables in this study are reliable or not is
to compare the Cronbach Alpha value, if the Cronbach Alpha value > 0.70 then reliable.
Z1 Z2 Z3 Z4 Z5 Z6 Z7 Z8 Z9 Z10 Ztotal
Pearson Correlation 1
.771
**
.724
**
.687
**
.520
**
.585
**
.581
**
.548
**
.607
**
.715
**
.807
**
Sig. (2-tailed) 0.000 0.000 0.000 0.001 0.000 0.000 0.000 0.000 0.000 0.000
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation
.771
**
1
.938
**
.733
**
.601
**
.626
**
.650
**
.594
**
.592
**
.557
**
.850
**
Sig. (2-tailed) 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation
.724
**
.938
**
1
.766
**
.632
**
.652
**
.666
**
.600
**
.605
**
.552
**
.860
**
Sig. (2-tailed) 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation
.687
**
.733
**
.766
**
1
.783
**
.710
**
.693
**
.605
**
.566
**
.584
**
.860
**
Sig. (2-tailed) 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation
.520
**
.601
**
.632
**
.783
**
1
.768
**
.742
**
.703
**
.392
*
.463
**
.794
**
Sig. (2-tailed) 0.001 0.000 0.000 0.000 0.000 0.000 0.000 0.013 0.003 0.000
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation
.585
**
.626
**
.652
**
.710
**
.768
**
1
.852
**
.695
**
.592
**
.596
**
.854
**
Sig. (2-tailed) 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation
.581
**
.650
**
.666
**
.693
**
.742
**
.852
**
1
.839
**
.606
**
.648
**
.877
**
Sig. (2-tailed) 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation
.548
**
.594
**
.600
**
.605
**
.703
**
.695
**
.839
**
1
.608
**
.696
**
.828
**
Sig. (2-tailed) 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation
.607
**
.592
**
.605
**
.566
**
.392
*
.592
**
.606
**
.608
**
1
.805
**
.772
**
Sig. (2-tailed) 0.000 0.000 0.000 0.000 0.013 0.000 0.000 0.000 0.000 0.000
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation
.715
**
.557
**
.552
**
.584
**
.463
**
.596
**
.648
**
.696
**
.805
**
1
.798
**
Sig. (2-tailed) 0.000 0.000 0.000 0.000 0.003 0.000 0.000 0.000 0.000 0.000
N 39 39 39 39 39 39 39 39 39 39 39
Pearson Correlation
.807
**
.850
**
.860
**
.860
**
.794
**
.854
**
.877
**
.828
**
.772
**
.798
**
1
Sig. (2-tailed) 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000 0.000
N 39 39 39 39 39 39 39 39 39 39 39
Correlations
Z1
Z2
Z3
Z4
Z5
**. Correlation is significant at the 0.01 level (2-tailed).
*. Correlation is significant at the 0.05 level (2-tailed).
Z6
Z7
Z8
Z9
Z10
Ztotal
Vol. 3, No. 2, January 2022
p-ISSN 2775-3832 ; e-ISSN 2775-7285
74 http://matriks.greenvest.co.id
The results of the reliability tests that have been carried out in this study are shown in the
following table:
Table 1. Reliability Statistics.
Reliability Statistics
Cronbach's Alpha X
N of Items
0.847
10
Cronbach's Alpha Y
N of Items
0.943
10
Cronbach's Alpha Z
N of Items
0.949
10
C. Normality Test
The normality test was conducted to determine whether the samples taken came
from the same population or were normally distributed. The method used to test the
normality of the data in this study was the Kolmogorov-Smirnov. If the value exceeds the
significance > 0.05, it can be concluded that the data is normally distributed and means
that the samples taken in this study came from the same population. The following are the
results of the normality test of this study:
Table 2. One-Sample Kolmogorov-Smirnov Test.
One-Sample Kolmogorov-Smirnov Test
Unstandardized Residual
N
39
Normal Parameters
a,b
Mean
0.0000000
Std.
Deviation
2.58085778
Most Extreme
Differences
Absolute
0.046
Positive
0.032
Negative
-0.046
Test Statistic
0.046
Asymp. Sig. (2-tailed)
.200
c,d
a. Test distribution is Normal.
b. Calculated from data.
c. Lilliefors Significance Correction.
d. This is a lower bound of the true significance.
D. Multicollinearity Test
The multicollinearity test aims to determine whether there is a correlation
between one independent variable and the other independent variables in the regression
model used. The method used to detect the presence or absence of multicollinearity is to
use Tolerance and Variance Inflation Factor (VIP). If the Tolerance value is more than
0.1 and the Variance inflation factor (VIP) value is not more than 10, then the regression
model can be said to be free from multicollinearity problems. The following are the
results of the multicollinearity test:
The Influence of The Work Environment on Motivation
and Their Impact on Employee Performance at
Distribution Center The Body Shop Indonesia
Matriks: Jurnal
Sosial dan Sains
Muhammad Abdullah 75
Table 3. Multicollinearity Test Results.
Coefficients
a
Model
Unstandardized
Coefficients
Standardized
Coefficients
t
Sig.
Collinearity Statistics
B
Std.
Error
Beta
Toleranc
e
VIF
1
(Constant)
-1.594
4.602
-0.346
0.731
Work
environment
0.460
0.154
0.319
2.980
0.005
0.594
1.684
Motivation
0.622
0.106
0.630
5.880
0.000
0.594
1.684
a. Dependent Variable: Employee Performance
E. Heteroscedasticity Test
Heteroscedasticity test is a condition where in the regression model there is an
inequality of variance from the residuals in one observation to another observation. A
good regression model is that there is no heteroscedasticity. In this study, to detect the
presence of heteroscedasticity in the data, it is done by looking at the scatter plot graph.
The basis for making decisions in the heteroscedasticity test with a scatter plot graph:
1) If there is a certain pattern on the scatter plot graph, such as dots that form a regular
pattern (wavy, spreads and then narrows), then heteroscedasticity occurs.
2) If there is no clear pattern and the points are spread out, then the indication is that there
is no heteroscedasticity.
The following is the output on the scatter plot graph:
Picture 6. Scatter Plot Graph.
Vol. 3, No. 2, January 2022
p-ISSN 2775-3832 ; e-ISSN 2775-7285
76 http://matriks.greenvest.co.id
F. Regression Results
In proving the hypothesis in this study, the researcher will display the results of
the regression and the path coefficient values of this research variable, the following are
the results:
Table 4. Path Coefficient Model 1.
Model Summary
Model
R
R Square
Adjusted R Square
Std. Error of the
Estimate
1
.637
a
0.406
0.390
4.123
a. Predictors: (Constant), Work environment
Table 5. Regression Results.
Coefficients
a
Model
Unstandardized
Coefficients
Standardized Coefficients
t
Sig.
B
Std. Error
Beta
1
(Constant)
6.055
7.087
0.854
0.398
Lingkungan
Kerja
0.931
0.185
0.637
5.032
0.000
a. Dependent Variable: Motivation
Based on the results of the first model regression, it was found that the
significance value of the X variable (work environment) was 0.000 < 0.05, which means
that the work environment variable had a significant effect on the motivation of The Body
Shop Indonesia Distribution Center employees. In addition, it was also found that the
contribution of the work environment to the motivation of The Body Shop Indonesia
Distribution Center employees was 40.6%. Meanwhile for the value of e1 can be found
by the formula:
e
1
= √1 – R
2
e
1
= √1 – 0.406
2
e
1
= √0.594
e
1
= 0.771
Table 6. Path Coefficient Model 2.
Model Summary
Model
R
R Square
Adjusted R Square
Std. Error of the Estimate
1
.869
a
0.755
0.741
2.652
a. Predictors: (Constant), Motivation, Work Environment
Coefficients
a
Model
Unstandardized
Coefficients
Standardized
Coefficients
t
Sig.
B
Std. Error
Beta
1
(Constant)
-
1.59
4
4.602
-0.346
0.731
Work
0.46
0.154
0.319
2.980
0.005
The Influence of The Work Environment on Motivation
and Their Impact on Employee Performance at
Distribution Center The Body Shop Indonesia
Matriks: Jurnal
Sosial dan Sains
Muhammad Abdullah 77
Environment
0
Motivation
0.62
2
0.106
0.630
5.880
0.000
a. Dependent Variable: Employee performance
Based on the results of the second model regression, it was found that the
significance value of the variable X (work environment) and variable Y (motivation) was
0.005 and 0.000, which means that the work environment and motivation variables had a
significant effect on the performance of The Body Shop Indonesia Distribution Center
employees and the R square value of 0.755 indicated 75.5% of The Body Shop Indonesia
Distribution Center employee performance is influenced by the work environment and
motivation. Meanwhile for the value of e2 can be found by the formula:
e
2
= √1 – R
2
e
2
= √1 – 0,755
2
e
2
= √0,245
e
2
= 0,671
Picture 7. Flow of Work Environment Based on Motivation to Affect Employee
Performance.
G. Hypothesis Test
Based on the results of the regression and the path coefficient values above, the
researchers tested the following hypotheses.
Hypothesis 1 (H1):
There is a direct influence of the work environment (X) on motivation (Y) at The Body
Shop Indonesia Distribution Center, this is evidenced by the significance value of X of
0.000 <0.05 so it can be concluded that there is a direct significant influence of the work
environment (X) on motivation (Y).
Hypothesis 2 (H2):
There is a direct effect of the work environment (X) on employee performance (Z) at The
Body Shop Indonesia Distribution Center, this is evidenced by the significance value of X
of 0.005 <0.05 so it can be concluded that there is a direct significant influence of the
work environment (X). on employee performance (Z).
Hypothesis 3 (H3):
There is a direct influence of motivation (Y) on employee performance (Z) at The Body
Shop Indonesia Distribution Center, this is evidenced by the significance value of Y of
0.000 <0.05 so it can be concluded that there is a direct significant effect of motivation
(Y) on performance employee (Z).
Hypothesis 4 (H4):
Vol. 3, No. 2, January 2022
p-ISSN 2775-3832 ; e-ISSN 2775-7285
78 http://matriks.greenvest.co.id
There is a significant indirect effect of the work environment (X) through motivation (Y)
on employee performance (Z) at The Body Shop Indonesia Distribution Center, this is
evidenced by the beta value of X to Z of 0.319 while the indirect effect of X through Y on
Z is the multiplication of the beta value of X to Y with the beta value of Y to Z which is
0.637 x 0.630 = 0.401, so the total effect given by X to Z is 0.319 + 0.401 = 0.720.
Because the value of the direct influence of variable X to variable Z is smaller than the
value of the indirect effect of variable X to variable Z through variable Y, it can be
concluded that X through Y has a significant effect on Z.
Conclusion
This research can be concluded that the alleged work environment and motivation
that affect employee performance is true, therefore the researcher hopes that management
can improve aspects of the work environment and aspects of motivation because this will
improve employee performance at the Distribution Center of The Body Shop Indonesia. It
is hoped that other researchers will conduct research by developing other variables that
have not been studied in this study. When external conditions are not as good as is
currently happening, it is necessary to manage human resources and good performance to
ensure the survival of a company.
Bibliograpy
A.A. Anwar Prabu Mangkunegara (2017). Manajemen Sumber Daya Manusia
Perusahaan, Bandung: PT Remaja Rosdakarya.
Aryono, I.A., (2017). Pengaruh Kepemimpinan Dan Lingkungan Kerja Terhadap Kinerja
Karyawan pada PT. KAI DAOP 6 Yogyakarta Dengan Variabel Motivasi Sebagai
Intervening. Tesis. Universitas Islam Indonesia Yogyakarta
Asfar, A.H. & Anggraeni, R. (2020). Pengaruh Lingkungan Kerja Dan Disiplin Kerja
Terhadap Kinerja Pegawai Melalui Motivasi Sebagai Variabel Intervening Pada
Dinas Perhubungan Kabupaten Serang. Jurnal Bina Bangsa Ekonomika (JBBE);
13(1), 17-29
Bagaskara, B.I. & Rahardja, E. (2018). Analisis Pengaruh Motivasi Kerja, Disiplin Kerja
Dan Kepuasan Kerja Terhadap Kinerja Karyawan (Studi Pada PT. Cen Kurir
Indonesia, Jakarta). Diponegoro Journal of Management; 7(2), 1–11
Ekhsan, M. (2019). Pengaruh Motivasi Dan Disiplin Kerja Terhadap Kinerja Karyawan.
OPTIMAL : Jurnal Ekonomi dan Kewirausahaan; 13 (1), 1-13
Fahmi, I (2017). Manajemen Sumber Daya Manusia. Bandung : CV Alfabeta
Ferawati, A. (2017). Pengaruh Lingkungan Kerja Dan Disiplin Kerja Terhadap Kinerja
Karyawan. AGORA; 5(17)
Hanafi, B.D. & Yohana, C. (2017). Pengaruh Motivasi, Dan Lingkungan Kerja, Terhadap
Kinerja Karyawan, Dengan Kepuasan Kerja Sebagai Variabel Mediasi Pada PT BNI
Life Insurance. Jurnal Pendidikan Ekonomi Dan Bisnis (JPEB); 5(1), 73-89
Hasibuan, Malayu S.P. (2016). Manajemen Sumber Daya Manusia. Edisi Revisi. Jakarta:
PT Bumi Aksara
Josephine, A. & Harjanti, D. (2017). Pengaruh Lingkungan Kerja Terhadap Kinerja
Karyawan Pada Bagian Produksi Melalui Motivasi Kerja Sebagai Variabel
Intervening Pada PT. Trio Corporate Plastic (Tricopla). AGORA; 5(3)
Lestary, L. & Harmon.Pengaruh Lingkungan Kerja Terhadap Kinerja Karyawan. Jurnal
Riset Bisnis & Investasi; 3(2), 94-103.
Sedarmayanti (2017). Perencanaan dan Pengembangan SDM untuk Meningkatkan
Kompetensi, Kinerja dan Produktivitas Kerja. Bandung: PT Refika Aditama.
Sugiyono (2017). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Bandung : CV
The Influence of The Work Environment on Motivation
and Their Impact on Employee Performance at
Distribution Center The Body Shop Indonesia
Matriks: Jurnal
Sosial dan Sains
Muhammad Abdullah 79
Alfabeta.
Sugiyono (2018). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Bandung: CV
Alfabeta.
Sunarsi, D, dkk (2020). Pengaruh Lingkungan Kerja Terhadap Kinerja Karyawan Pada
PT. Mentari Persada Di Jakarta. Kediri, Indonesia: Seminar Nasional Manajemen,
Ekonomi dan Akuntasi Fakultas Ekonomi Dan Bisnis, Universitas Nusantara PGRI.
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0
International License.