The Influence Of The Work Environment, Self-efficacy, And Work Stress On The Performance Of Employees Of The Office Of Perumda Tirta Uli, Pematangsiantar City

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The Influence of the Work Environment, Self-Efficacy, and Work Stress on the Performance of Employees of the Office of Perumda Tirta Uli, Pematangsiantar City

Introduction

Human resources play a vital role in the sustainability of a company or organization. Good quality of human resources will have an optimal performance. To improve employee performance, the company can make various efforts such as providing motivation, creating a conducive work environment, paying attention to employee workloads, organizing training and development, and so forth. This study aims to examine the influence of the work environment, self-efficacy, and work stress on the performance of office employees at Perumda Tirta Uli Pematangsiantar City.

Background

Perumda Tirta Uli Pematangsiantar City is a government-owned company that provides water services to the city of Pematangsiantar. The company has a total of 142 employees, with various positions and responsibilities. The company's performance is influenced by several factors, including the work environment, self-efficacy, and work stress. A conducive work environment, self-efficacy, and low work stress are essential for improving employee performance.

Methodology

This study used a quantitative approach, with a sample size of 105 employees. The data collection method used was a questionnaire, which was distributed to all employees. The questionnaire consisted of three sections: demographic information, work environment, self-efficacy, and work stress. The data analysis technique used was descriptive analysis and multiple linear regression analysis.

Results

The results of this study showed that simultaneously, the work environment, self-efficacy, and work stress had a significant effect on the performance of office employees at Perumda Tirta Uli Pematangsiantar City. Partially, the work environment and self-efficacy have a positive and significant influence on employee performance, while work stress has a negative and significant influence. Self-efficacy is the most dominant variable affecting employee performance. The coefficient of determination (R2) is 0.615, which means 61.5% of the performance variables can be explained by the work environment, self-efficacy, and work stress.

Discussion

The results of this study provide several important points that need to be considered:

  • Conducive work environment: A good work environment, such as harmonious colleagues, adequate work facilities, and structured work systems, can increase employee motivation and productivity.
  • The importance of self-efficacy: Self-efficacy or self-confidence in the ability to complete tasks is an important factor in encouraging employee performance. Increasing self-efficacy can be done through training, giving responsibility, and support from superiors.
  • Negative Impact of Work Stress: Excessive work stress can reduce employee performance. Factors such as heavy workload, conflicts between colleagues, and uncertainty in work can trigger stress. Perumda Tirta Uli needs to pay attention to the factors of triggering stress and taking preventive measures, such as stress management and employee welfare programs.

Conclusion

This study provides useful information for Perumda Tirta Uli Pematangsiantar City in improving employee performance. By paying attention to the factors that influence performance, it is expected that the Tirta Uli Peruma can achieve the objectives of its organization more effectively.

Recommendations

Based on the results of the study, several suggestions that can be applied by Perumda Tirta Uli Pematangsiantar City to improve employee performance:

  • Improving the quality of the work environment: Evaluating and improving work facilities, work systems, and relationships between employees.
  • Building a development program for self-efficacy: Provide training and opportunities for employees to develop abilities and increase self-confidence.
  • Applying stress management programs: Identifying stress triggering factors and offering programs that can help employees in managing stress, such as yoga classes, meditation, or counseling.

Limitations

This study has several limitations, including:

  • Sample size: The sample size of this study is relatively small, which may limit the generalizability of the results.
  • Data collection method: The data collection method used in this study is a questionnaire, which may not capture the full range of factors that influence employee performance.

Future Research Directions

Future research should focus on:

  • Investigating the impact of work environment on employee performance: This study found that the work environment has a significant influence on employee performance. Future research should investigate the specific factors that contribute to a conducive work environment.
  • Examining the relationship between self-efficacy and job performance: This study found that self-efficacy is the most dominant variable affecting employee performance. Future research should investigate the specific factors that contribute to self-efficacy.
  • Developing stress management programs: This study found that work stress has a negative impact on employee performance. Future research should develop effective stress management programs that can help employees in managing stress.

References

Q: What is the main objective of this study?

A: The main objective of this study is to examine the influence of the work environment, self-efficacy, and work stress on the performance of office employees at Perumda Tirta Uli Pematangsiantar City.

Q: What is the significance of this study?

A: This study is significant because it provides valuable insights into the factors that influence employee performance. By understanding the impact of the work environment, self-efficacy, and work stress on employee performance, organizations can take steps to improve employee performance and achieve their objectives more effectively.

Q: What are the key findings of this study?

A: The key findings of this study are:

  • The work environment, self-efficacy, and work stress have a significant effect on employee performance.
  • The work environment and self-efficacy have a positive and significant influence on employee performance, while work stress has a negative and significant influence.
  • Self-efficacy is the most dominant variable affecting employee performance.

Q: What are the implications of this study for organizations?

A: The implications of this study for organizations are:

  • Organizations should create a conducive work environment that promotes employee motivation and productivity.
  • Organizations should develop programs to increase self-efficacy among employees, such as training and development opportunities.
  • Organizations should take steps to reduce work stress among employees, such as implementing stress management programs.

Q: What are the limitations of this study?

A: The limitations of this study are:

  • The sample size of this study is relatively small, which may limit the generalizability of the results.
  • The data collection method used in this study is a questionnaire, which may not capture the full range of factors that influence employee performance.

Q: What are the future research directions for this study?

A: The future research directions for this study are:

  • Investigating the impact of work environment on employee performance.
  • Examining the relationship between self-efficacy and job performance.
  • Developing stress management programs.

Q: What are the practical implications of this study for employees?

A: The practical implications of this study for employees are:

  • Employees should take steps to increase their self-efficacy, such as seeking training and development opportunities.
  • Employees should take steps to reduce their work stress, such as implementing stress management programs.
  • Employees should create a conducive work environment that promotes employee motivation and productivity.

Q: What are the practical implications of this study for managers?

A: The practical implications of this study for managers are:

  • Managers should create a conducive work environment that promotes employee motivation and productivity.
  • Managers should develop programs to increase self-efficacy among employees, such as training and development opportunities.
  • Managers should take steps to reduce work stress among employees, such as implementing stress management programs.

Q: What are the future research directions for this study in terms of methodology?

A: The future research directions for this study in terms of methodology are:

  • Using a larger sample size to increase the generalizability of the results.
  • Using a mixed-methods approach to capture the full range of factors that influence employee performance.
  • Using a longitudinal design to examine the impact of the work environment, self-efficacy, and work stress on employee performance over time.