The Influence of Work Environment and Communication on Employee Job Satisfaction with Work Motivation as an Intervening Variable

Abstract

This study examines whether the work environment and communication improve employee job satisfaction, and whether work motivation mediates these relationships. A quantitative design was employed at PT X using saturated sampling of all employees (n = 110). Data were collected via questionnaires and analyzed with PLS-SEM (SmartPLS 4.0.9.9). Measurement results show adequate reliability and validity; the structural model explains a moderate share of variance in job satisfaction (R² = 0.628) and a strong share for work motivation (R² = 0.718). Hypothesis tests indicate positive, significant direct effects of the work environment on job satisfaction (β = 0.304; p = 0.002) and on work motivation (β = 0.410; p < 0.001), as well as of communication on job satisfaction (β = 0.280; p = 0.004) and on work motivation (β = 0.498; p < 0.001). Work motivation also exerts a positive, significant effect on job satisfaction (β = 0.277; p = 0.028). Mediation tests show that work motivation does not mediate the effect of the work environment on job satisfaction (p = 0.066), but does mediate the effect of communication on job satisfaction (indirect β = 0.138; p = 0.045). Overall, the findings underscore the importance of strengthening workplace conditions and communication channels, while leveraging motivation pathways specifically for communication-driven improvements in satisfaction.