The Influence of Internal Motivation and Work Environment on Employee Productivity

Published date: Nov 12 2018

Journal Title: KnE Social Sciences

Issue title: The 2018 International Conference of Organizational Innovation (ICOI-2018)

DOI: 10.18502/kss.v3i10.3424

A Abdul Basitacep.basit@uniga.ac.id

T Hermina

M Al Kautsar

Companies not only expect capable, adequate, and expert employee, but also willing to work hard and have a desire to achieve the optimal results. Their ability, capability, and skills do not mean anything to the companies, if they are not willing to work hard to use their ability, capability, and skill. The motivation to work is needed but the most important is internal motivation to stimulate the employee’s desire to work hard and be enthusiastic to achieve more productivity. An environmental condition is said to be appropriate if a person can carry out their activity optimally, healthily, safely, and comfortably. Incompatible environment emerges in a long term. Furthermore, unfavorable environment conditions requires more energy and time that does not support the efficient framework systems. This purpose of this study is to know the influence of Internal Motivation and Work Environment on Productivity. This study used associative methods of causal correlation. The population in this study is 30 employees of PT. Indosat in Garut Substation. A whole population became sample data in this study, the authors took a sample based on the census methods. The result is productivity able to be influenced by internal motivation because it is highly important for the employee to have internal motivation that is important and influences companies overall. The conclusion is that internal motivation does influence the productivity of the employees.

Keywords: internal motivation, work environment, productivity

[1] Sunyoto, D. (2015). Manajemen dan Pengembangan Sumber Daya Manusia. Yogyakarta: CAPS. W442W9753


[2] Fahmi, I. (2016). Manajemen Sumber Daya Manusia Perusahaan. Bandung: Alfabeta. W442W9753


[3] Robbins, S. P. and Judge, T. A. (2012). Perilaku Organisasi (Organization Behavior). Jakarta: Salemba Empat. W442W9753


[4] Mangkunegara, A. P. (2015). Manajemen Sumber Daya Manusia Perusahaan. Bandung: PT. Remaja Rosdakarya. W442W9753


[5] Purnomo, A. (2016). Pengaruh Motivasi Kerja dan Lingkungan Kerja terhadap Kepuasan Kerja Karyawan PT. Hyup Sung YogyakartaUniversitas Negeri Yogyakarta. Journal Student. Retrieved from www.journal.student.uny.ac.id W442W9753


[6] Sedarmayanti, S. (2011). Tata Kerja dan Produktivitas Kerja. Bandung: Alfabeta. W442W9753


[7] Hakim, A. K. (2011). Pengaruh Kompensasi dan Motivasi Internal terhadap Produktivitas Kerja Pegawai. Vol. 1, no. 4. W442W9753


[8] Gumilang, G., Saryadi, and Hidayat, W. (2013). Pengaruh Motivasi dan Lingkungan Kerja terhadap Produktivitas Karyawan Produksi PT. Meubeulindo Semarang. Vol. 1, no. 4. W442W9753


[9] Sugiyono, S. (2012). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Bandung: Alfabeta. W442W9753


[10] Edison, E., Anwar, Y., and Komriyah, I. (2016). Manajemen Sumber Daya Manusia (Strategi dan Perubahan dalam Rangka Meningkatkan Kinerja Pegawai dan Organisasi). Bandung: Alfabeta. W442W9753


[11] Sedarmayanti, S. (2009). Sumber Daya Manusia dan Produktivitas Kerja. Bandung: Mandar Maju. W442W9753


[12] Syamsir, T. (2013). Organisasi dan Manajemen (Perilaku, Struktur, Budaya, dan Perubahan Organisasi). Bandung: Alfabeta. W442W9753


[13] Fadilah, B., Djoko, H., and Budianto, A. (2013). Pengaruh Motivasi dan Lingkungan Kerja terhadap Produktivitas Karyawan melalui Kepuasan Kerja Karyawan Produksi Bagian Jamu Tradisional Unit Kaligawe PT. Njoja Meneer. Vol. 1, no. 4. W442W9753