Work Motivation As A Mediator Between Work Environment And Job Satisfaction In An Indonesian Public Port Office
Keywords
Work Environment, Work Motivation, Job Satisfaction, Public Sector, Mediation, PLS-SEMAbstract
Job satisfaction in operational public organizations depends not only on workplace conditions but also on whether those conditions are translated into employee motivation. This study examines work motivation as a mediator between work environment and job satisfaction among employees of the Class I Molawe Port Authority Office, Indonesia. A quantitative explanatory design was used with a census of 51 employees, excluding the head of the office. Data were analyzed using partial least squares structural equation modeling (PLS-SEM) in SmartPLS. The structural model explained 54.1% of the variance in work motivation and 80.4% of the variance in job satisfaction. Work environment was positively associated with work motivation (β = 0.735; t = 10.778; p < 0.001) and job satisfaction (β = 0.439; t = 3.966; p < 0.001). Work motivation was also positively associated with job satisfaction (β = 0.523; t = 4.293; p < 0.001). The indirect effect of work environment on job satisfaction through work motivation was positive and significant (β = 0.385; t = 3.918; p < 0.001), indicating complementary partial mediation. The study contributes an environment-to-satisfaction conversion perspective grounded in Job Demands-Resources theory and self-determination theory: physical and relational workplace resources improve job satisfaction directly and partly by strengthening employee motivation. Public managers should therefore combine adequate facilities and supportive work relationships with autonomy-supportive supervision, recognition, and development opportunities.
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