Volume 8, Issue 1, January – 2023 International Journal of Innovative Science and Research Technology

ISSN No:-2456-2165

Impact of Job Satisfaction, Work Motivation, and

Employee Performance at the National Land
Agency in Makassar City
Romansyah Sahabuddin1 Nur Fitri Aulia2 Maghfirah Sari Azis3
Makassar State University, South Sulawesi, Indonesia

Abstract:- This study examines the effect of job Agencies also need to pay attention to how to maintain
satisfaction and work motivation on the performance of and manage employee motivation so that it is always high and
BPN Makassar City employees. This research is included focused on the goals of the Agency (Ismail et al, 2022).
in the type of explanatory research that is non- Maintaining employee motivation is very important because
experimental. The population in this study was 61 motivation is something that encourages individuals to act and
employees of the National Land Agency of Makassar city, do something (Nawawi, 2015). People will not do things
while the sample size was as large as the total population, optimistically if they do not have a strong motivation in
namely: 61 employees. The results of this study show that themselves to do it (Sahabuddin et al, 2021). A process that
job satisfaction has a significant effect on employee describes the intensity, direction and perseverance of the
performance, and work motivation has a significant effect individual in achieving the goal. From this definition, it can be
on employee performance. Furthermore, job satisfaction seen that motivation becomes a very important factor that
and work motivation have a significant effect on the sustains a person or someone to do something or achieve a
performance of employees of the National Land Agency in certain desired goal (Wahab, 2012).
Makassar City.
Related to the importance of job satisfaction and
Keywords:- Job Satisfaction; Work Motivation; Performance; motivation, in research at the National Land Agency in
Official. Makassar, as the National Land Agency, namely a non-
ministerial government agency, it is necessary to pay attention
I. INTRODUCTION to job satisfaction and employee work motivation. The
following is data on the number of employees at the National
Human resources for an organization are the most Land Agency of Makassar City, the data can be seen in table 1,
important and most important resources among other namely:
resources. Human resources are a determining factor in how
the resources owned can be optimally utilized in achieving Table 1. Number of employees of the Makassar City
organizational performance. Management needs to understand National Land Agency in 2022.
the factors that can affect employee performance, including job No. Unit/Province Total
satisfaction, work motivation and employee commitment 1. Makassar City Land Office 1
(Apridar and Marbawi Adamy, 2017). Job satisfaction plays a 2. Administrative Subdivisions 8
critical role in the retention of key talent. Firms can enhance 3. Surveying and Mapping Section 22
prospects by creating a work environment that incorporates a 4. Rights Determination and 16
positive atmosphere. Both supervisor support and potential for Registration Section
career development help optimize the impact of work 5. Structuring and Empowerment 3
atmosphere on employee job satisfaction levels (Abuhashesh, Sections
at. al. 2019). 6. Land Acquisition and Development 5
Section
Employees with a high level of job satisfaction certainly 7. Control and Handling Section 6
have high morale, so that work efficiency will also be Dispute
maximized (Anwar et al, 2022). On the other hand, employees 61
have low job satisfaction which leads to poor performance.
Source: Makassar City National Land Agency, 2022
Employees have a vested interest in work, which will greatly
affect the Agency (Rahman et al, 2022). Employee
The table above shows the number of employees of the
performance has an impact on the maximum performance of an
National Land Agency in the city of Makassar in 2022
agency. For this reason, employee job satisfaction is considered amounting to 61 employees which are divided into several
very important, especially to support the company's parts, namely: the Makassar City Land Office with 1 employee,
performance in facing competition in the era of globalization the Administrative Subdivision with 8 employees, the Survey
(Wijaya, 2014).
and Mapping Section with 22 employees, the Determination
and Financing Section with 16 employees, the Structuring and

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Volume 8, Issue 1, January – 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
Empowerment Section with 3 employees, The Land Information:
Acquisition and Development Section has 5 employees, and Y = Employee Performance
the Dispute Control and Handling Section has 6 employees. X1 = Job Satisfaction
X2 = Work Motivation
Based on preliminary observations, it was found that in β = Slope or Estimate coefficient.
achieving the target at the National Land Agency in Makassar, β1 = Regression coefficient X1
the realization was not always achieved. This has led to reports β2 = Regression coefficient X2
of people complaining about the slow and untimely e = error
performance of BPN Makassar city employees in completing
their work such as the completion of land management III. RESULT
(Syamsuddin et al, 2022). The phenomenon of work
motivation that occurs at the National Land Agency of The respondents in this study were employees who
Makassar City is explained, namely to meet needs by worked at the Office of the National Land Agency (BPN)
determining the direction of behavior (Dewi et al, 2022). By makassar city. The following is an overview of respondents'
providing physical encouragement such as rewarding identities consisting of gender and level of education.
employees who have good behavior and have a hard work
level. Table 1. Respondent's Gender
No. Gender Number Percentage
Meanwhile, the form of job satisfaction given to the 1. Male 34 55.74%
National Land Agency of Makassar city is to provide a 2. Women 27 44.26%
beautiful and beautiful environment (Dyaja et al, 2018). Total 61 100%
Employees so that employees do not easily feel bored and Source: Research results, 2022.
saturated in the work environment and provide the appropriate
type of work in their respective fields and carry out social Table 2. Respondent's Education Level
activities that can help improve good relations between fellow No. Level Number Percentage
colleagues (Karim et al, 2021). This can encourage employees Education
to be able to improve their performance and be able to work 1. S1 56 91,8%
optimally. 2. S2 4 6,56%
3. S3 1 1,64%
II. METHODS 4. Other 0 0%
Total 61 100%
This research was conducted at the National Land
Source: Research results, 2022
Agency (BPN) of Makassar City. Population is a combination
of all elements in the form of events, things or people that have
The variables used in this study were job satisfaction,
characteristics that are the center of attention of a researcher
work motivation and employee performance. These variables
because they are seen as research (Ferdinand, 2006). In this
will be tested with descriptive statistics.
study, employees of the National Land Agency showed that in
2022 there were 61 employees, this number is the population
Table 3. Descriptive Statistical Analysis
in the study. The sample is a part of the whole and the
characteristics possessed by a population, the sample in this Variabel N Minimu Maximu Mean Std.
study was taken from the total population of 61 employees, m m Deviati
because the number is not too much and can be calculated on
using SPSS. Job 6 31.00 44.00 37.67 3.63649
Satisfacti 1 21
The classical assumption test is a test carried out to on
provide certainty that the equations used have accuracy in Work 6 29.00 45.00 36.44 4.28379
inconsistent estimates (Nurjanna et al, 2022). This study has Motivatio 1 26
several classical assumption tests, including: (1) Normality n
test, (2) Multicholinearity test, and (3) Heterochedasticity test. Employee 6 31.00 45.00 37.83 3.86514
Performa 1 61
Multiple linear regression is a regression model that lists nce
more than one independent variable. This analysis is used to Valid N 6
determine the direction and how much influence independent (listwise) 1
variables have on dependent variables. The multiple linear Source: Research results, 2022
regression model can be explained by the following equation:
The validity test (validity test) is a tool used to measure
Y = β + β1 X1 + β2 X2 + e the validity of a questionnaire. The validity test is carried out
by testing the correlation between the item scores and the total
score of each variable, using pearson corelation. The question
item is said to be valid if the significant level is below 0.05.

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Volume 8, Issue 1, January – 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
Reliability test is a tool for measuring a questionnaire Table 5. Multicollinearity Test Results
which is an indicator of a variable or construct. This reliability Collinearity Statistics
test was carried out to test the consistency of answers from Model Tolerance VIF
respondents through the questions given, using the Cronbach (Constant)
Alpha statistical method with a significance used of more than Job Satisfaction .602 1.662
(>) 0.6. The results of reliability testing are as follows. Work Motivation .602 1.662
a. Dependent Variable: Employee Performance
Table 4. Reliability Test Results Source: Research results, 2022
Variabel Cronbach's Keterangan
Alpha Based on table 5, it can be seen that the variables of job
Job Satisfaction 0,805 Reliabel satisfaction and work motivation have tolerance values above
Work Motivation 0,881 Reliabel 0.1 and VIFs smaller than 10. It is argued that in the regression
Employee 0,866 Reliabel equation model there are no symptoms of multicolonearity so
Performance the data can be used in this study. The heteroskedasticity test
Source: Research results, 2022 aims to see if there is a variance dissimilarity in the residual
from one observation to another. Detection of
The variables of job satisfaction, work motivation and heteroskedasticity can be done by scatterplot method where the
employee performance have cronbach's alpha values greater spread of the resulting points is formed randomly, does not
than 0.6. This shows that the question items in this study are form a certain pattern and the direction of spread is above or
reliable. So that each question item used will be able to obtain below the number 0 on the Y axis.The results of the
consistent data and if the question is asked again, it will get a heteroskedasticity test can be seen in the figure below:
relatively similar answer to the previous answer. The data
normality test is used to find out whether in a regression model,
the resulting error has a normal distribution or not. In this study
to test the normality of the data, the test results of which can be
seen in the figure below:

Fig 2. Heteroskedasticity Test Results

Source: Research results, 2022.

The results of the hypothesis test show that the variable

Fig 1. Normality Test Results job satisfaction has a positive and significant effect on
employee performance. The higher the employee's job
Based on figure 1, it can be seen that the dots spread satisfaction, the more employee performance increases. A
around the diagonal line, as well as the direction of their spread person's satisfaction and dissatisfaction with work is a
follows the direction of the diagonal line. This suggests that the subjective state, which is the result of a conclusion based on a
regression model is feasible because it meets the assumption of comparison of what is actually received from his work
normality. compared to what he expects, wants and thinks as appropriate
and entitled to him (Sahabuddin et al, 2022). Job satisfaction is
The multicholinearity test aims to see whether or not there influenced by the fulfillment of needs (need fulfilment), the
is a high correlation between independent variables in a difference between the expected results and their acquisition
multiple linear regression model. If there is a high correlation from the workplace, the value of the work to the individual, the
among its independent variables, then the relationship between balance of rewards and genetic factors.
an independent variable and its dependent variable becomes
disrupted. To test multicollinearity, it can be seen from the Mentally challenging work, employees tend to prefer jobs
tolerance value and the VIF (Variance Inflation Factor) value. that give them the opportunity to use their skills and abilities
If the VIF value is not more than 10 and the tolerance value is (Suryawan & Salsabilah, 2022). It offers a variety of tasks,
not less than 0.1 then the model can be said to be free from freedom, and feedback on how well they work. Less
multicholinearity (Sunjoyo, et al., 2013). The results of the challenging jobs create boredom, but overly challenging
multicollinearity test can be seen in the following table: creates frustration and feelings of failure. In moderate
challenging conditions, most employees will experience

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Volume 8, Issue 1, January – 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
pleasure and satisfaction (Romansyah, 2016). Favorable  Job satisfaction and work motivation simultaneously have
working conditions, employees care about the work a positive and significant influence on employee
environment both for personal comfort and to facilitate the performance. The higher the job satisfaction and work
work of good tasks. motivation of employees, the more their performance will
increase.
(Most employees prefer to work close to home, with
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