The Influence of Work Environment Conditions towards Work

Engagement at PT.MCD

Rahmanto Kusendi Pratomo

, Wing Ispurwanto

Psychology Department, Faculty of Humanities, Bina Nusantara University, Jakarta 11480 Indonesia

Keywords: Work environment, work engangement

Abstract: The study aims to investigate the effect of work environment on employee work engagement at PT. MCD.

The study involved 20 private sector employees in mining companies and mining equipment suppliers

engaged in mining services in Jakarta. The samples were distributed to 35 respondents in two locations with

20 people. The hypothesis testing applied the One-Sample normality formula of Kolmogorov-Smirnov and

statistical analyses were performed using simple linear regression. The results indicated that the work

environment has a direct influence on the level of employee engagement with a score of significance level

p = 0.015.

1 INTRODUCTION

The employee engagement has become one of the

most popular issues in the era of openness and the

digital age of today. In the study of human resource

management, this issue becomes popular since

theemployee engagement provides various benefits

to the company. Amid the high level of employee

turnover, the company will create a variety of

programs that direct employees work for a long time

(Schaufeli and Bakker, 2003). Work engagement is

defined as a positive attitude appearing in work

behavior and is characterized by vigor, dedication,

and absorption (Schaufeli and Bakker, 2003)

(Schaufeli and Bakker, 2004). The population of

this research focuses on the employees of a mining

service company. Other common facilities include

air conditioning, noise absorbers, and other

ergonomic facilities according to the office's

employees (Sedarmayanti, 2011; Schultz and

Schultz, 2014). According to the results of

observation and direct observation, work facilities at

PT. MCD still needs to be upgraded its standard

facilities in accordance with the standards mentioned

by (Sedarmayanti, 2011).

2 RESEARCH OBJECTIVES

The purpose of this study is to investigate the

influence of Work Environment conditions towards

work engagement at PT. MCD. Moreover, this study

provides innovative findings in industry and

organizations. The field is the Workplace

Characteristics area that can be applied in the output

form of blueprints and intervention modules that can

be submitted to the company and become additional

literary material.

3 RESEARCH VARIABLES

3.1 Work Environment

Work environment factors are divided into two

categories (Sedarmayanti, 2011), namely physical

work environment and nonphysical work

environment, 1) The physical work environment is

any workplace situation that affects employees

directly or indirectly. The immediate environment

associated with employees includes desks, chairs,

and others (Sedarmayanti, 2011). Where

intermediary environments can affect employee

conditions include coloring, lighting, temperature,

air circulation, noise, size, workshop decoration,

safety and hygiene, and office equipment, 2) The

non-physical work environment is a working

Pratomo, R. and Ispurwanto, W.

The Inﬂuence of Work Environment Conditions towards Work Engagement at PT.MCD.

DOI: 10.5220/0010058400002917

In Proceedings of the 3rd International Conference on Social Sciences, Laws, Arts and Humanities (BINUS-JIC 2018), pages 599-603

ISBN: 978-989-758-515-9

599

condition related to peer relationships or

relationships with superiors and subordinates

(Robbins and Judge, 2008).

3.2 Work Engagement

Engagement is a desire to contribute to the company

and has a positive attitude that includes the spirit,

dedication, and concentration of employees

(Schaufeli and Bakker, 2003). The attitude is

characterized by three-dimensional formers, namely

vigor, dedication, and absorption. (Schaufeli and

Bakker, 2003) emphasized three aspects of the work

engagement, namely vigor, dedication, and

absorption, 1) Vigor, relates to the attitude of having

high levels of energy and mental resilience in work,

desire, and passion to always work at work,

persistent when faced with difficulty working, 2)

Dedication, associated with strong feelings towards

the company, high enthusiasm, inspiration, pride,

and feel challenged each performing the tasks of the

company, 3) Absorption, characteristic associated

with a concentrated attitude, a sense of excitement

and a deep interest in doing a job, feeling 'lost' in a

job, a fast pace, and difficulty getting away from.

4 RESEARCH FRAMEWORK

The purpose of the researcher is to prove that the

analysis of early phenomenon about work

environment (especially the condition of office

layout) at company PT. MCD has an effect on the

performance that employees display when working.

The result is the company PT.MCD will have a

standard anticipation in addressing the impact that

will be generated from the

phenomenon.

Figure1: Research framework of WE and WA.

5 HYPOTHESIS

Hypothesis is a statement that describes or explains

the proposed variables to be tested and evaluated

(Gravetter and Forzano, 2012). The hypothesis of

this research are:

Ho: There is no influence on work environment

and work engagement at PT. MCD

Ha: There is an influence between work

environment and work engagement at PT.

MCD

6 THE CHARACTERISTICS OF

RESEARCH PARTICIPANTS

Characteristics of participants describe the study

population, research samples and data retrieval in

the study. Characteristics of the subject in this study

were 20 employees of PT. MCD of 15 male and 5

female sex and has been working for at least 3 years

at PT. MCD,Age Range is 25-50 years old.

7 METHODS

7.1 The Sampling Technique

The sampling technique to be used in this study is

non-probability sampling, sampling in this study

does not provide the same opportunity or

opportunity for each member of the population to be

selected as a sample (Gravetter and Forzano, 2012).

The approach used in the research is convenience

sampling.

7.2 Research Design

Research on PT. This MCD uses a quantitative data

approach, ie measurement of a variable to obtain

numerical data which is calculated through statistical

analysis using SPSS 23 and the result will be

interpreted (Gravetter and Forzano, 2012). The

design of this study used a non-experimental

quantitative design because no research variables

were manipulated (Gravetter and Wallnau, 2013).

Researcher uses simple linear regression as statistic

test to see how big influence of two variables

measured, that is independent variable (independent

variable) influence dependent variable (dependent

variable). In addition, researchers used interview

methods as a quantitative data support.

7.3 Measuring Instrument

The work environment questionnaire was adapted

from (Sedarmayanti, 2011) using an ordinal data-

based scale with 13 statements consisting of 8

questions of physical environmental dimensions and

Working

Environment

Condition

Work

engagement

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5 non-physical environmental questions that have

been adapted based on organizational culture, the

corporate budget, work system and vision/mission

company. The second measuring tool for measuring

"work engagement" variables is derived from

benchmarks made by Schaufeli and Bakker (2003),

under the name of 17 item questions of Utrecht

Work Engagement Scale (UWES) (Schaufeli and

Bakker, 2004).

8 DATA PROCESSING

TECHNIQUE

8.1 Variable Score Analysis

The categorization of the dimension variable

dimension scale dimension of the Work

Environment dimension is Likert scale modified to

scale continuum 1-4 withthe lowest scale 1 (very

low) up to the highest scale of 4 (very high). Results

of respondent’s data displayed the category of

employees who feel the high work engagement of 6

employees (30%) and employees who feel low

engagement as many as 14 employees (70%).

Employees who feel the low work engagement is

experienced by employees who have a working

period of 2 years or more, except the position of

office boy who just worked for nine months.

Employees working in the workshop area feel the

conditions of work engagement that are no better

than employees working in the head office. This

happens because based on observation of work

environment facility and work tool support in

workshop area, there are still things that have not

fulfilled the criteria of work comfort standard

according to (Sedarmayanti, 2011; Schultz and

Schultz, 2014).

8.2 Validity and Reliability Test

The number of workplace measuring instruments at

this stage is 13 statements, while for the work

engagement includes 17 questions. Following

applied statistical tools and analyzed it, the number

of items of Variable Environment Statement used in

this study involved six items with a total value of

alpha 0.785. Thus, based on the grain analysis using

statistical tools, the number of statements of the

Work engagement variables used in this study was

15 items with a total alpha value of 0.77.

8.3 Normality Test

The normality test in this study applied

Kolmogorov-Smirnov test (Gravetter and Wallanau,

2013). The data is normally distributed when the

significance level value is > 0.05, the normality test

results only one variables have abnormally

distributed data with a Sig value of 0.001 for the

Work Engagement variable and 0.2 for Work

Environment variables when two variables are

calculated separately. Distributed data is not normal

due to Sig value. <0.05.

9 REGRESSION TEST

Testing the first hypothesis in this study is to see the

direct effect Work environment conditions against

employee employment PT. MCD. The author uses

simple regression test with SPSS 23 program to

evaluate how many variants working ties are

influenced by the variant Work environment.

Based on the regression test results, this study

found that the value of β of 0.535 and p = 0.015 <

0.05 Thus, the work environment has a significant

positive effect on the engagement of work. In this

corridor, the hypothesis of the study obtained that

there is a significant positive influence on the

variable Work Environment conditions with work

engagement at PT. MCD. Undoubtedly, the better

Work Environment at PT. MCD, the higher

employee’s work engagement level at the company.

Based on the discussion of the results of the

analysis, hypothesis in this study, Ho is rejected and

Ha is accepted. In this vein, the Work Environment

has proven to directly affect employee engagement.

10 CONCLUSION

Based on the analysis of research data at PT. MCD,

Work Environment in PT.MCD has a significant

positive effect on employee work engagement PT.

MCD. This indicates when the Work Environment

in PT. MCD is good, employee engagement will be

good. From result of the analysis, Ha accepted by the

existence of influence between work environments to

work engagement at PT. MCD. Based on the results

of research hypotheses conducted at PT. MCD, it can

be concluded that the work environment has a share

in increasing employee engagement in PT. MCD.

After the researchers conducted a regression test on

the population samples obtained, the study found that

The Inﬂuence of Work Environment Conditions towards Work Engagement at PT.MCD

601

Table 1: Variables in the equation.

Model R R Square

Adjusted R

Square

Std. Error of the

Estimate

0.535

(a)

0.287 0.247 2. 63031

a.Predictors: (Constant), Work Environment Conditions

Model

Unstandardized

Coefficients

Standardized

Coefficients

t Sig.

B Std. Error Beta

1 (Constant)

3.790 4.450 0.852 0.406

Work Environment

0.363 0.135 0.535 2.689 0.015

Conditions

a. Dependent Variable: work engagement

work environment conditions have contributed to

increasing the sense of engagement of work by

28.7% quantitatively. Another factor of 71.3%

affects the sense of engagement at PT. MCD.

Based on data that have been analyzed by the

researchers, work environment variables with the

highest dimension score comes from the physical

environment dimension of 80.2%. This is caused by

the formation of office workspace that is in

accordance with existing standard design rules, such

as the model and the formation of a unique interior

space to adopt an unusual office concept. Interior

concept adopted by PT. Non-formal MCD with

retro-themed design in the 1920s and partly adopted

Rig environment character and mine area.

Non-physical environmental conditions reached

a score of 0.565, while the highest score derives

from question no. 10 and 11 "I have a high social

bond in this company" with a total score of 0.394.

This indicates the social ties that occur in this

company has been well established. This tendency

of social bonding comes from superior to the

subordinate and dynamic group that has been

established quite well among other dominant factors.

11 RECOMMENDATION

Suggestions of the findings should be considered by

the company, that the boss should pay attention to

the work environment that will be felt by employees

even though the Work Environment conditions at the

company have been created well (Bakker and

Demerouti, 2008; Breevaart, Bakker, Hetland,

Demerouti, Olsen and Espevik, 2014), especially the

work environment that comes from the non-physical

sector (organizational development). Companies

should organize programs or organizational culture

reference in the form of training or employee

competency development that can improve

employee competency. It is based on the results of

the analysis obtained, yet the existence of barriers to

self-employees associated with self-development.

Improvement of working condition facility in

workshop area is suggested to be done to improve

worker comfort standard (Schaufeli and Bakker,

2003). Improvements can be carried out in terms of

comfort facility improvements such as waste

management, temperature comfort by managing

ventilation or HVAC systems in the workshop area

(Schaufeli and Bakker, 2003). OHS management

also needs to be emphasized so that the Work

Environment conditions in accordance with ISO

14000 standard and good Work Environment

standards. Improvements in the quality of measuring

devices are also proposed because of this research

there are several items that fall from each dimension

of the two research variables (Harter, Schmidt and

Hayes, 2002; Lathifan, 2017; Wijaya, 2017).

Limitations in the manufacture of measuring devices

occur from observations of employees related to

organizational culture that has not fully understood

by researchers. Therefore, this research does not

touch deeply about the habits or work culture of

employees at PT. MCD.

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