Abstract

This study aims to examine the effect of Training and Work Environment on Work Motivation with Organizational Commitment as an Intervening Variable on the employees of PT Yamaha Musical Products Indonesia. The research method used is quantitative with path analysis research techniques and using research instruments in the form of questionnaires. The results show that training affects organizational commitment, work environment influences organizational commitment, training influences work motivation, work environment influences work motivation, organizational commitment affects work motivation. The path analysis result show that organizational commitment can’t be an intervening variable for training on work motivation and organizational commitment can be a partial mediation for work environment on work motivation. Furthermore, PT YMPI in Pasuruan Regency remains consistent to increase work motivation through training and work environment. Although organizational commitment provides a low increase, it is necessary that to further enhance the organizational commitment that can strengthen the work motivation so that it can improve company’s performance in the face up to business competition

References

1. Basuki, K., & Maesaroh, M. (2017). Motivasi sebagai pemediasi pengaruh komitmen dan lingkungan kerja pada kepuasan kerja. Business Management Journal, 13(1), 1–15.
2. Young, W., Davis, M., McNeill, I. M., Malhotra, B., Russell, S., Unsworth, K., & Clegg, C. W. (2015). Changing behaviour: Successful environmental programmes in the workplace. Business Strategy and the Environment, 24(8), 689–703.
3. Sriyono. (2015). A strategy for a happier life in the era of globalization: Management approach. In T. Kasturi, E. Hardiansyah, G. R. Affandi, R. Dewanti, & D. Nastiti (Eds.), Enhancing Human Happines (pp. 105-113). Sidoarjo: Fakultas Psikologi Universitas Muhammadiyah Sidoarjo.
4. Nugraha, R. S., Setiawan, M., & Puspaningrum, A. (2017). Komitmen organisasional sebagai mediasi pengaruh pelatihan dan disiplin kerja terhadap kinerja pegawai. Jurnal Bisnis dan Manajemen, 4 (1), 55-63.
5. Abidin, M. I. Z., Pangtuluran, Y., & Maria, S. (2016). Pengaruh kepuasan kerja, lingkungan kerja dan efikasi diri terhadap komitmen organisasi di Rumah Sakit SMC Samarinda. Jurnal Ekonomi Dan Keuangan, 13(1), 1–10.
6. Hadiwijaya, H., & Hanafi, A. (2013). Effect of culture and organization commitment to employee employment motivation (Study on PT Astra International, Tbk - Honda Sales Operation Kanwil Palembang). Jurnal Ilmiah Manajemen Bisnis Dan Terapan, 1(2), 65–19.
7. Hermawan, S. & Amirullah. (2016). Metodologi penelitian bisnis pendekatan kuantitatif dan kualitatif. Media Nusa Creative : Malang.
8. Heryanto, I. & Triwibowo, T. (2018). Path analysis menggunakan SPSS dan Excel. Bandung: Informatika.
9. Chaudhuri, S. (2012). The relationship between training outsourcing and organizational commitment. The Ohio State University. Retrieved from http://www.researchgate.net/. [Diakses tanggal 24 Maret 2019].
10. Vasudevan, H. (2014). Examining the relationship of training on job satisfaction and organizational effectiveness. International Journal of Management and Business Research, 4 (3), 185-202.
11. Danish, R. Q., Ramzan, S., & Ahmad, F. (2013). Effect of perceived organizational support and work environment on organizational commitment; mediating role of self-monitoring. Advances in Economics and Business, 1(4), 312–317.
12. Raharjo, R. P. (2014). Pengaruh pelatihan terhadap motivasi kerja dan kinerja pegawai (Studi pada Pegawai Balai Besar Pelatihan Pertanian (BBPP) Ketindan-Lawang). Jurnal Administrasi Bisnis S1 Universitas Brawijaya, 15(2), 1–10.
13. Wardani, Y. T. & Awatara, I Gusti Putu Diva. (2019). Performance analysis of a state elementary school headmaster through training and work envrionment with motivation as intervening. Trikonomika, 18 (1), 25-29.
14. Fernet, C., Trépanier, S. G., Austin, S., & Levesque-Côté, J. (2016). Committed, inspiring, and healthy teachers: How do school environment and motivational factors facilitate optimal functioning at career start? Teaching and Teacher Education, 59, 481–491.
15. Suarjana, A. A., Putra, I. K., & Susilawati, N. L. (2016). Pengaruh motivasi kerja dan kepuasan kerja terhadap komitmen organisasi serta dampaknya terhadap kinerja pegawai PLN Rayon Gianyar Di Kabupaten Gianyar. Jurnal Bisnis dan Kewirausahaan, 12(3), 1-11.
16. Indarti, S., & Anidar. (2015). Pengaruh kemampuan dan komitmen terhadap motivasi dan kinerja pegawai pada sekretariat daerah kabupaten natuna. Jurnal Tepak Manajemen Bisnis, VII(3), 357–376.
17. Tone, K. (2018). Examining the moderating effect of work motivation on the lecturer performance: A contribution to organizational commitment and competence. Research in Business and Management, 5(2), 1-16.
18. Newman, A., Thanacoody, R., & Hui, W. (2011). The impact of employee perceptions of training on organizational commitment and turnover intentions: A study of multinationals in the Chinese Service Sector. International Journal of Human Resource Management, 22(8), 1765–1787.
19. Amdan, S., Rahman, R. A., Shahid, S. A. M., Bakar, S. A., Khir, M. M., & Demong, N. A. R. (2016). The role of extrinsic motivation on the relationship between office environment and organisational commitment. Procedia Economics and Finance, 37(16), 164–169.
20. Morrow, P. C., McElroy, J. C., & Scheibe, K. P. (2012). Influencing organizational commitment through office redesign. Journal of Vocational Behavior, 81(1), 99–111.