FINANCIAL COMPENSATION, PHYSICAL WORK ENVIRONMENT, AND ORGANIZATIONAL CULTURE AS DRIVERS OF JOB SATISFACTION: THE MEDIATING ROLE OF WORK MOTIVATION IN AN ELECTRONIC DATA CAPTURE SERVICE COMPANY
DOI:
https://doi.org/10.15575/jim.v7i2.59814Keywords:
Financial Compensation, Physical Work Environment, Organizational Culture, Work Motivation, Job Satisfaction, PLS-SEM.Abstract
Job satisfaction is a strategically important employee outcome because it reflects how employees evaluate their work experiences and can influence organizational stability, motivation, and retention. This study examines whether financial compensation, physical work environment, and organizational culture influence job satisfaction and whether work motivation mediates these relationships. The study was conducted at EDC Service Company, an Indonesian service company engaged in Electronic Data Capture (EDC) operational and device-management services. A quantitative, cross-sectional survey was administered to all 112 permanent employees using a census sampling technique. Data were collected through a five-point Likert questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 3. The measurement model demonstrated adequate reliability and validity, while the structural model showed predictive relevance. Financial compensation had positive and significant effects on work motivation (β = 0.564, p < 0.001) and job satisfaction (β = 0.386, p < 0.001). Physical work environment significantly predicted work motivation (β = 0.325, p < 0.001) but not job satisfaction directly (β = 0.123, p = 0.079). Organizational culture significantly predicted work motivation (β = 0.164, p = 0.005) but not job satisfaction directly (β = 0.135, p = 0.061). Work motivation positively affected job satisfaction (β = 0.288, p = 0.003). Mediation analysis showed complementary mediation for financial compensation and indirect-only mediation for both physical work environment and organizational culture. The findings indicate that organizational conditions do not operate uniformly: financial compensation has both direct and motivational pathways, whereas physical work environment and organizational culture contribute to job satisfaction primarily through work motivation.
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