Rewards and Work Environment as Predictors of Employee Job Satisfaction at PTPN IV Regional I
DOI:
https://doi.org/10.31098/ijmesh.v10i1.4519Keywords:
Employee Job Satisfaction, Rewards, Work Environment, Human Resource Management, Quantitative Survey, Multiple Linear Regression, Plantation Employees.Abstract
Employee job satisfaction remains an important human resource management issue in plantation companies because employees work under diverse operational and environmental conditions that influence their perceptions of organizational rewards and workplace quality. Despite extensive research on job satisfaction, empirical evidence regarding the relationships between rewards, work environment, and employee job satisfaction in Indonesia's plantation sector remains limited. Therefore, this study examined whether rewards and work environment are associated with employee job satisfaction at PT Perkebunan Nusantara IV Regional I Bandar Betsy. This study employed a quantitative explanatory survey involving 80 employees selected through stratified random sampling. Data were collected using a structured questionnaire and analyzed using multiple linear regression. The findings indicate that rewards are positively and significantly associated with employee job satisfaction. Likewise, the work environment is positively and significantly associated with employee job satisfaction. Furthermore, rewards and work environment jointly explain a substantial proportion of the variation in employee job satisfaction. These findings support the applicability of Herzberg's Two-Factor Theory in the plantation-sector context by demonstrating that both organizational rewards and workplace conditions are important predictors of employee job satisfaction. Practically, the findings provide empirical evidence that may assist the management of plantation companies in developing fair reward systems and supportive workplace conditions to enhance employee job satisfaction.
References
Adha, R. N., Qomariah, N., & Hafidzi, A. H. (2019). Pengaruh Motivasi Kerja, Lingkungan Kerja, Budaya Kerja terhadap Kinerja Karyawan Dinas Sosial Kabupaten Jember. Jurnal Penelitian IPTEKS, 4(1), 47–62. https://doi.org/10.32528/ipteks.v4i1.2109
Afida, N., & Zainarti. (2025). Strategi Reward dan Punishment dalam Meningkatkan Motivasi dan Kinerja Agen di PT Asuransi Jiwa Sequis Life Cabang Medan. Jurnal Manajemen Pendidikan Agama Islam (JMPAI), 3(2), 380–391. https://doi.org/10.61132/jmpai.v3i2.1013
Aini, N. (2020). Pengaruh Lingkungan Kerja terhadap Kepuasan Kerja Karyawan. Jurnal Manajemen Sumber Daya Manusia, 5(2), 45–53.
Alrawahi, S., Sellgren, S. F., Altouby, S., Alwahaibi, N., & Brommels, M. (2020). The application of Herzberg’s two-factor theory of motivation to job satisfaction in clinical laboratories in Omani hospitals. Heliyon, 6(9), 1–9. https://doi.org/10.1016/j.heliyon.2020.e04829
Amanda, G., Rismansyah, & Valianti, R. (2021). Compensation, Job Stress, and Job Satisfaction on Nurse Turnover Intention at Ananda Bekasi Hospital. Jurnal Manajemen Kesehatan Indonesia, 9(1), 38–44. https://doi.org/10.14710/jmki.9.1.2021.38-44
Ananda, D. (2023). Optimizing Compensation and Motivation in Increasing Job Satisfaction and Employee Performance. Studia: Journal of Sustainable Development and Management of Organizations (SDMO), 2(2), 65–74. https://doi.org/10.56403/sdmo.v2i2.99
Apriyanti, R., Sudiarditha, I. K., & Saptono, A. (2021). ffect of Reward and Work Environment on Employee Performance Through Job Satisfaction as a Mediation (Study on Employees of PT. International Chemical Industry). Dinasti International Journal of Economics, Finance & Accounting (DIJEFA), 1(6), 979–1002. https://doi.org/10.38035/dijefa.v1i6.718
Armstrong, M., & Taylor, S. (2020). Armstrong’s Handbook of Human Resource Management Practice (15th ed.). Kogan Page.
Dessler, G. (2020). Human Resource Management (16th ed.). Pearson Education.
Foenay, J., Tewal, B., & Trang, I. (2020). Pengaruh Reward terhadap Kepuasan Kerja Karyawan. Jurnal EMBA, 8(4), 123–130.
Ghozali, I. (2016). Aplikasi Analisis Multivariete dengan Program IBM SPSS 23 (Edisi ke-8). Badan Penerbit Universitas Diponegoro.
Hasna, N. (2023). Pengaruh Reward dan Punishment terhadap Kinerja Karyawan dengan Kepuasan Kerja sebagai Variabel Intervening (Studi Kasus pada Perumdam Tirta Kencana Jombang). Universitas Islam Negeri Maulana Malik Ibrahim Malang.
Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The Motivation to Work. John Wiley & Sons.
JAC Recruitment. (2024). Indonesia Salary Guide and Employee Satisfaction Survey 2024.
Judge, T. A., Weiss, H. M., Kammeyer-Mueller, J. D., & Hulin, C. L. (2017). Job Attitudes, Job Satisfaction, and Job Affect: A Century of Continuity and Change. Journal of Applied Psychology, 102(3), 356–374.
Katadata Insight Center. (2026). Survei Kepuasan Kerja Karyawan di Indonesia 2026.
Kurniawan, F., Mauludin, H., & Liana, Y. (2024). The Effect of Compensation, Work Motivation, Training on Employee Performance Through Job Satisfaction as an Intervening Variable. Lead Journal of Economy and Administration, 2(4), 183–199. https://doi.org/10.56403/lejea.v2i4.174
Mangkunegara, A. A. A. P. (2017). Manajemen Sumber Daya Manusia Perusahaan. Remaja Rosdakarya.
Mulyani, S. R. (2021). Metodologi Penelitian. Penerbit Widina Bhakti Persada.
Nasution, M. I. P., & Fajarini, N. H. (2023). Pengaruh Komunikasi dan Kerjasama Tim terhadap Kinerja dan Kepuasan Kerja Karyawan BPN-SUMUT. Community Development Journal: Jurnal Pengabdian Masyarakat, 4(4), 7721–7726. https://doi.org/10.31004/cdj.v4i4.19103
Pratama, I. W., & Sukarno, G. (2021). Analisis Penilaian Kinerja, Reward, dan Punishment terhadap Kinerja Pegawai pada Badan Kepegawaian Daerah Provinsi Jawa Timur. Jurnal STEI Ekonomi (JEMI), 30(2), 20–32. https://doi.org/10.36406/jemi.v30i02.460
Robbins, S. P., & Judge, T. A. (2017). Organizational Behavior (17th ed.). Pearson Education.
Safrida, Wasesa, S., Yudha, T. K., & Simbolon, R. (2023). Understanding How Job Stress, Achievement Motivation, Work Discipline, and Emotional Intelligence Impact Employee Job Satisfaction. Jurnal Riset Bisnis Dan Manajemen, 16(2), 177–186. https://doi.org/10.23969/jrbm.v16i2.8221
Sedarmayanti. (2017). Manajemen Sumber Daya Manusia: Reformasi Birokrasi dan Manajemen Pegawai Negeri Sipil. Refika Aditama.
Setiana, R. (2019). Pengaruh Lingkungan Kerja terhadap Kinerja Karyawan. Maneggio: Jurnal Ilmiah Magister Manajemen, 2(1), 16–30. https://doi.org/10.30596/maneggio.v2i1.3402
Sugiyono. (2022). Metode Penelitian Kuantitatif, Kualitatif, dan R&D (Cetakan ke). Alfabeta.
Sutrisno, E. (2020). Manajemen Sumber Daya Manusia. Kencana Prenada Media Group.
Swendy, Y. (2021). Pengaruh Kepemimpinan, Reward, dan Punishment terhadap Kepuasan Kerja Karyawan pada PT. Ace Hardware Medan. Universitas Pembangunan Panca Budi, Medan.
Syafrina, N. (2018). Faktor-Faktor yang Mempengaruhi Kepuasan Kerja Karyawan pada PT. Aspacindo Kedaton Motor Kandis Kabupaten Siak. Jurnal Benefita, 3(3), 455–468. https://doi.org/10.22216/jbe.v3i3.3004
Triyanto, E., Sismoro, H., & Laksito, A. D. (2019). Implementasi Algoritma Regresi Linear Berganda untuk Memprediksi Produksi Padi di Kabupaten Bantul. RABIT (Jurnal Teknologi Dan Sistem Informasi Univrab), 4(1), 66–75. https://doi.org/10.36341/rabit.v4i2.666
Downloads
Published
Citation Check
How to Cite
Issue
Section
License
Copyright (c) 2026 Wahyu Pinastia Ningrum, Muhammad Irwan Padli Nasution , Muhammad Ikhsan Harahap
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
Copyright Notice: 1. License
International Journal of Management, Entrepreneurship, Social Science and Humanities has CC-BY NC or an equivalent license as the optimal license for the publication, distribution, use, and reuse of scholarly work for non-commercial purpose. The non-commercial use of the article will be governed by the Creative Commons Attribution license as currently displayed on Creative Commons Attribution-NonCommercial 4.0 International License
Creative Commons License
2. Author’s Warranties
The author warrants that the article is original, written by stated author(s), has not been published before, contains no unlawful statements, does not infringe the rights of others, is subject to copyright that is vested exclusively in the author and free of any third party rights, and that any necessary written permissions to quote from other sources have been obtained by the author(s).
3. User Rights
International Journal of Management, Entrepreneurship, Social Science and Humanities objective is to disseminate articles published are as free as possible. Under the Creative Commons license, this journal permits users to copy, distribute, display, and perform the work for non-commercial purposes only. Users will also need to attribute authors and this journal on distributing works in the journal.
4. Rights of Authors
Authors retain the following rights:
Copyright, and proprietary rights relating to the article, such as patent rights,
The right to use the substance of the article in future own works, including lectures and books,
The right to reproduce the article for own purposes,
The right to self-archive the article,
the right to enter into separate, additional contractual arrangements for the non-exclusive distribution of the article's published version (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal (International Journal of Management, Entrepreneurship, Social Science and Humanities).
The author has a non-exclusive publishing contract with a publisher and the work is published with a more restrictive license, the author retains all the rights to publish the work elsewhere, including commercially, because she/he is not subject to the conditions of her / his own license, regardless of the type of CC license chosen.
5. Co-Authorship
If the article was jointly prepared by other authors, the signatory of this form warrants that he/she has been authorized by all co-authors to sign this agreement on their behalf, and agrees to inform his/her co-authors of the terms of this agreement.
6. Termination
This agreement can be terminated by the author or International Journal of Management, Entrepreneurship, Social Science and Humanities upon two months’ notice where the other party has materially breached this agreement and failed to remedy such breach within a month of being given the terminating party’s notice requesting such breach to be remedied. No breach or violation of this agreement will cause this agreement or any license granted in it to terminate automatically or affect the definition of International Journal of Management, Entrepreneurship, Social Science and Humanities.
7. Royalties
This agreement entitles the author to no royalties or other fees. To such extent as legally permissible, the author waives his or her right to collect royalties relative to the article in respect of any use of the article by This agreement can be terminated by the International Journal of Management, Entrepreneurship, Social Science and Humanities upon two months’ notice where the other party has materially breached this agreement and failed to remedy such breach within a month of being given the terminating party’s notice requesting such breach to be remedied. No breach or violation of this agreement will cause this agreement or any license granted in it to terminate automatically or affect the definition of International Journal of Management, Entrepreneurship, Social Science and Humanities or its sublicensee.
8. Miscellaneous
International Journal of Management, Entrepreneurship, Social Science and Humanities will publish the article (or have it published) in the journal if the article’s editorial process is successfully completed and International Journal of Management, Entrepreneurship, Social Science and Humanities or its sublicensee has become obligated to have the article International Journal of Management, Entrepreneurship, Social Science and Humanities may conform the article to a style of punctuation, spelling, capitalization, referencing and usage that it deems appropriate. The author acknowledges that the article may be published so that it will be publicly accessible and such access will be free of charge for the readers.
