The Influence Analysis of Work Stress, Work Environmental and

Motivation on Employee Performance Through Job Satisfaction as an

Intervening Using Variable SEM (Structural Equation Modelling)

Method

Moch. Kalam Mollah

and Misbahul Munir

Civil Engineering Department, Institut Teknologi Adhi Tama Surabaya, Surabaya, 60117, Indonesia

Electrical Engineering Department, Institut Teknologi Adhi Tama Surabaya, Surabaya, 60117, Indonesia

Keywords: Stress, Job, Performance, Satisfaction.

Abstract: PT. Pentana Service is a company engaged in construction specifically steel fabrication. The problem

encountered by company was frequent overtimes with low remuneration but cannot meet production target.

The objective of study was to know the influence of motivation, environment, stress on employee performance

through job satisfaction as intervening variable. The method used was path analysis with Structural Equation

Modeling. The results of study indicated that motivation had positive influence of 0.229, environment had

positive influence of 2.746, and stress had significant influence of 0.139 on job satisfaction. Motivation had

positive influence of 0.910, environment had positive influence of 2.526, and stress had negative influence of

-0.221 on employee performance. Motivation had positive influence of 0.093, environment had positive

influence of 1.120, and stress had positive and significant influence of 0.056 on employee performance

through job satisfaction as intervening variable. Job satisfaction had positive influence of 0.408 on employee

performance.

1 INTRODUCTION

Construction companies have become an important

pillar that has a useful role improve national

development. This is the impact of increased public

awareness general to development. One way to be

able to answer the needs of society, a construction

company requires an increase in expert human

resources (HR) in the field of development as well as

improving the quality of materials to be used (LePine

et al., 2016).

PT XYZ is a company engaged in the field of

developers and civil contractors aims to support

government programs in national development. To

guard reputation and being able to compete with PT

XYZ's competitors requires high performance

employees optimally in order to produce output of

goods whose quality is guaranteed.

Based on the background explanation above, it is

necessary to improve employee performance carried

out research Analysis of Work Motivation, Work

Environment, Work Stress on Performance

Employees using Job Satisfaction as An Intervening

Variable With using the Structural Equation

Modelling (SEM) Method. To measure how big the

significance of these variables that can be used to

provide recommendations for improvement improve

employee performance.

2 LITERATURE REVIEW

2.1 Definition of Performance,

Motivation, Work Environment

and Stress

Performance is a result that has been achieved by

employees in carry out the duties and responsibilities

that have been assigned to him and in carrying out

their work cannot be separated from the terms and

conditions set by the company (Shatté et al., 2017)

(Khamisa et al., 2015). Motivation is a desire that has

an impact on someone to take action. The importance

of employee motivation is related to reactions against

Mollah, M. and Munir, M.

The Inﬂuence Analysis of Work Stress, Work Environmental and Motivation on Employee Performance Through Job Satisfaction as an Intervening Using Variable SEM (Structural Equation

Modelling) Method.

DOI: 10.5220/0012105000003680

In Proceedings of the 4th International Conference on Advanced Engineering and Technology (ICATECH 2023), pages 42-46

ISBN: 978-989-758-663-7; ISSN: 2975-948X

 2023 by SCITEPRESS – Science and Technology Publications, Lda. Under CC license (CC BY-NC-ND 4.0)

compensation from other workers related to that

motivation (Davidescu et al., 2020).

The work environment is part of the job design

that can increase effectiveness and productivity of an

organization, and productivity and ensure the

organization to be a good place to work and

conducive to work (Siengthai & Pila-Ngarm, 2016)

(Paais & Pattiruhu, 2020). Stress is where a person's

psychological condition is under pressure to reach for

an opportunity, where the main source of stress is loss

opportunities caused by limitations or barriers. stress

is the most frequent reason for job dissatisfaction, but

it does exist (Atmojo, 2015) (Pawirosumarto et al.,

2017). Other reasons for job stress include anger,

frustration and disagreements (Babalola, 2016).

2.2 SEM (Structural Equation

Modeling) Method

General and has the benefits of special versions in a

number of methods other analyzes as special cases.

Another definition describes that structural Equation

modeling is a statistical technique that is utilized to

build and test statistical models that are often used in

causal models (Taheri et al., 2020). In this study, the

researcher cited several journals used as sources

reference in progress. the first is the Analysis of the

Effect of Work Motivation, Work Environment and

Work Stress on Employee Performance reviewed by

Sandhi in 2013 found that motivation and work stress

had a significant impact on worker performance, but

the work environment has less significant impact on

employee performance. Next research conducted by

primandaru et al with the title Effect of Work

Motivation and Work Environment on Job

Satisfaction, Work Discipline and Employee

Performance at PT. Kereta Api Indonesia (Persero)

Daop IX Jember in this study found that the results

motivation, and work environment have a positive

and significant effect on performance PT employees

Kereta Api Indonesia (Persero) Daop IX Jember.

Third Effect of Satisfaction Work on Employee

Performance of PT Dapensi Dwikarya Bandung

which was researched by Wardhana in 2018 the

conclusion obtained is job satisfaction significant

impact on the performance of employees of PT

Dapensi Dwikarya Bandung.

2.3 Model Fitment Test (Goodness of

Fit Test)

The goodness of fit test (GOFI) is a measure that can

be used to see suitability model. Based on the

goodness of fit test it can be interpreted how good the

model has been made theoretically can reflect the

existing reality (Jung & Yoon, 2015) (Bataineh,

2019). Each suitability tool the model has a

recommended value limit. However, these numbers

are not numbers of dead (Hanaysha & Tahir, 2016).

The cut off value which is the limit of each test tool

above is listed in the Table 1.

Table 1: Model Goodness of Fit Test.

Goodness of Fit Index Cut Off Value

Chi-Square Expected

small value

Probabilit

≥ 0,05

RMSEA ≥ 0,08

GFI ≥ 0,90

AGFI ≥ 0,90

CMIN/DF ≥ 2,00

TLI ≥ 0,95

CFI ≥ 0,95

3 RESEARCH METHODS

The research method is useful for helping researchers

to understand the flow that should be done so that and

carry out research effectively and efficiently, and also

can overcome the various limitations that exist in

writing a report that will discussed in research. The

following are the stages in the research method will

be done.

The flowchart of research is an essential tool that

provides a visual representation of the entire research

process, from the initial idea to the final results. It

outlines the steps that a researcher will take to achieve

their research objectives, and it helps to ensure that

the research is conducted in a systematic and efficient

manner. The flowchart of research helps to ensure

that the research process is well-organized and that all

steps are followed in a logical and coherent sequence.

It is important to note that the flowchart of research

may differ based on the nature and scope of the

research, but it generally includes the key steps such

as defining the research question, conducting a

literature review, selecting the research design,

collecting and analyzing data, and presenting the

findings.

The Inﬂuence Analysis of Work Stress, Work Environmental and Motivation on Employee Performance Through Job Satisfaction as an

Intervening Using Variable SEM (Structural Equation Modelling) Method

Figure 1: Flowchart.

4 RESULT AND DISCUSSION

4.1 SEM (Structural Equation

Modelling) Method

After conducting analysis and establishing a

measurement model with using the CFA method, then

the structural model analysis uses the method

Structural Equation Modeling (SEM) on the entire

model with software tools Amos (Jayaweera, 2015)

(Al-Omari & Okasheh, 2017).

Figure 2: Overall Running of SEM Model.

4.2 Overall Model Goodness of Fit

(GOFI) Evaluation

After that, an evaluation step is carried out to get the

appropriate model. Model it is said to be good if the

value of the suitability of the model (Goodness of Fit)

is in accordance with the criteria (Prabowo et al.,

2020). The goodness of fit value for the overall model

can be seen in Table 2:

Table 2: The Goodness of Fit Criteria.

Goodnes of

Fit Index

Cut Off

Value

Model

Results

Description

Chi-Square

Expected

small

value

402,821 Not good

Probabilit

≥ 0,05 0,000

RMSEA ≥ 0,08 0,101

ot goo

GFI ≥ 0,90 0,737

AGFI ≥ 0,90 0,666

CMIN/DF ≥ 2,00 2,034

ot goo

TLI ≥ 0,95 0,528

CFI ≥ 0,95 0,593

Based on Table 2, the Goodness of Fit index is

generated by the structural model not suitable, so

modifications are needed. Model modifications are

selected with correlating between residual indicators

based on output modification indices (M.I) Amos

software Figure 3.

Figure 3: SEM Model Result.

Next, the Goodness of Fit evaluation stage was

carried out again as a whole model in Table 3

following:

ICATECH 2023 - International Conference on Advanced Engineering and Technology

Table 3: The Goodness of Fit Result.

Goodness

of Fit Index

Cut Off

Value

Model

Results

Description

Chi-Square

Expected

small

value

192,975 Fit models

Probability ≥ 0,05 0,194 Fit models

RMSEA ≥ 0,08 0,030 Fit models

GFI ≥ 0,90 0,870 Prett

AGFI ≥ 0,90 0,815 Pretty goo

CMIN/DF ≥ 2,00 1,090 Fit models

TLI ≥ 0,95 0,958 Fit models

CFI ≥ 0,95 0,968 Fit models

Based on the above, the overall SEM model meets

the criteria of Goodness of Fit. Matter this shows that

the indicators used in measuring each latent variable

are appropriate (Li et al., 2018). So, then the results

of the estimated value are tested again for find out

how much influence the indicators have on latent

constructs. said to have the significant effect of the

probability value obtained is less than α = 0.05 (5%).

Then the data processing stages that have been carried

out in the previous chapter show the relationship

between latent variables that have been significant

with a 5% level of confidence. That matter indicated

by a p-value > 0.05 and the calculation of the

influence of the construct variable is good directly

(directly) or indirectly (indirectly) the results are in

Table 4.

Table 4: Effect of Exogenous Variables on Endogen.

Effect Relational Loading

Factor

Description

Direct

Z  X

Y  Z

Y  X

0.229

2.746

0.139

0.408

0.910

2.526

-0.221

Influential

Negative

Influential

Indirect

 Z

 Y

 Z

 Y

 Z

 Y

0.093

1.120

0.056

Influential

In this study, the variables of motivation and work

environment were influential positive so that the

company only needs to do a little improvement such

as adding lighting so that the workplace is brighter so

that it can increase the accuracy of workers and also

provide rewards for what has been achieved by

employees because in general workers motivation

will burn if you receive commensurate remuneration,

but at work stress has a negative effect so it is

necessary to make more complex improvements,

namely to add Familiarity between workers needs to

be held at least every FGD (Focus Group Discussion).

month or hold a vacation once a year to refresh and

strengthen relationships companies with workers'

families, then provide a transparent performance

appraisal system so that there is no jealousy between

one worker and another.

5 CONCLUSIONS

In this study it was found that work motivation has a

positive effect on job satisfaction of PT Pentana

Service division employees of 0.229, influential work

environment positive effect on job satisfaction of

employees of PT Pentana Service of 2.746, work

stress has a positive effect on job satisfaction of PT

Pentana Service employees by 0.139. Work

motivation has a positive effect on the performance

of PT Pentana Service employees of 0.910, the work

environment has a positive effect on the performance

of Pentana Service employees is 2.526, work stress

has a negative effect on employee performance

employees of PT Pentana Service of -0.221.

Work motivation has a positive effect on the

performance of PT Pentana Service employees

through job satisfaction of 0.093, the work

environment has a positive effect on performance

employees of PT Pentana Service through job

satisfaction of 1.120, work stress has an effect

positive effect on the performance of employees of

PT Pentana Service through job satisfaction of 0.056.

Job satisfaction has a direct positive influence on

employee performance at PT Pentana Service of

0.408.

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