JRSSEM 2022, Vol. 2, No. 1, 56 – 71
E-ISSN: 2807 - 6311, P-ISSN: 2807 - 6494
DOI : 10.36418/jrssem.v2i1.230 https://jrssem.publikasiindonesia.id/index.php/jrssem/index
THE EFFECT OF JOB CHARACTERISTICS ON EMPLOYEE
SATISFACTION AT THE EDUCATION OFFICE OF RIAU
ARCHIPELAGO PROVINCE
Amru Reza
1
Rudi Subiyakto
2
Oksep Adhayanto
3
1,2,3
Universitas Maritim Raja Ali Haji, Indonesia
e-mail: rezaamroe.tpi@gmail.com
1
, rudisubiyaktodap2015@gmail.com
2
,
adhayantooksep@umrah.ac.id
3
*Correspondence: rezaamroe.tpi@gmail.com
Submitted: 24 July 2022, Revised: 06 August 2022, Accepted: 25 August 2022
Abstract. Every job has certain characteristics or aspects that accompany individuals in carrying
out their work. These aspects can make individuals work well or vice versa. Job characteristics as
identification of various dimensions contained in a job design that simultaneously improves
organizational efficiency and employee satisfaction. Job satisfaction is one of the ways that
companies do to improve employee performance, companies are unlikely to achieve goals properly
if employees are not likely to achieve goals properly if employees do not get good job satisfaction.
The research method in this research is descriptive qualitative. This type of research is quantitative,
with a sample of 173 respondents. The purpose of this study was to determine the effect of job
characteristics on employee job satisfaction at the Riau Islands Province Education Office. Based
on the tests carried out on the results of research and discussion, it can be seen that Job
Characteristics have a positive and significant influence on Job Satisfaction. This certainly gives an
indication that the increase in Job Characteristics will have a significant effect on increasing
employee job satisfaction at the Riau Islands Province Education Office. The percentage of
influence given by Job Characteristics to Job Satisfaction based on the results of data processing
with an r square value of 13.5%.
Keywords: job characteristics; job satisfaction; influence.
Amru Reza, Rudi Subiyakto, Oksep Adhayanto | 57
DOI : 10.36418/jrssem.v2i1.230 https://jrssem.publikasiindonesia.id/index.php/jrssem/index
INTRODUCTION
The success of an organization in
realizing its vision and mission largely
depends on the quality of its human
resources. The quality of human resources
can be demonstrated by the knowledge,
skills and ability of employees to create
professional quality work in establishing
teamwork within the organization
(Sihombing et al., 2018). To determine the
effectiveness of human resources in the
organization, it is necessary to conduct an
evaluation that can be used as a basis for
evaluating the performance of employees
and leaders in an effort to achieve the
vision and mission of the organization.
Human resources, apart from being an
element of implementing organizational
activities that will determine the success of
an organization, they are also social beings
who have certain thoughts, feelings, needs
and expectations.
Almost all organizations have a goal
to maximize profits and value for the
organization to improve employee welfare.
Employees or employees become the most
important element in determining the
progress of an organization. To achieve
organizational goals, it is very necessary for
employees who are in accordance with
their competencies in the organization, and
must be able to carry out the tasks that
have been determined by the organization
(Elizar & Tanjung, 2018). Every organization
will always try to improve the performance
of its employees, with the hope that the
goals of the organization will be achieved
even though each organization has the
characteristics of their respective jobs.
Job characteristics are the
identification of multiple job dimensions
that simultaneously improve organizational
efficiency and job satisfaction. Job
characteristics are characteristics of the
work environment which includes the
physical and social environment (Kahya,
2007). The physical environment includes
the work atmosphere seen from physical
factors, such as temperature conditions,
weather, building construction and
workplace temperature. While the social
environment includes the socio-cultural
environment in the work environment, the
size of the workload, the compensation
received, professional working
relationships, and the quality of work life
(Saputra, 2021).
Every job has certain characteristics
or aspects that accompany individuals in
carrying out their work. These aspects can
make individuals work well or vice versa.
Job characteristics as identification of
various dimensions contained in a job
design that simultaneously improves
organizational efficiency and employee
satisfaction. Then (Setyawan & Bagis, 2021)
explains that individual characteristics are
the interests, attitudes and needs that a
person brings to a work situation. Interest
is an attitude that makes a person happy
about certain objects of tendencies or
ideas.
Job characteristics according to (Jeni
et al., 2019) are an attempt to identify the
task characteristics of the job, how these
characteristics are combined to form
different jobs, and their relationship to
employee motivation, satisfaction and
performance. So the characteristics of the
job in addition to being able to create
employee job satisfaction will also affect
58 | The Effect of Job Characteristics on Employee Satisfaction at the Education Office of Riau
Archipelago Province
employee work results and employee
commitment to the organization. Jobs that
have autonomy will give the incumbent a
sense of personal responsibility and if a job
provides feedback then the employee will
know how effectively he is working
(McDowall & Fletcher, 2004).
Job satisfaction is one of the ways
that companies do to improve employee
performance, companies are unlikely to
achieve goals properly if employees are not
likely to achieve goals properly if
employees do not get good job satisfaction
(Bin & Shmailan, 2015). Job satisfaction can
be realized with good cooperation between
company management and employees.
Therefore, companies must be able to
create a rule that can improve performance.
With the rules that have been set,
employees will obey the rules and do not
carry out activities outside their work
activities, so that job satisfaction can
improve employee performance.
Based on the journal (Pitasari &
Perdhana, 2018) Employees who have a
high level of job satisfaction will tend to be
more committed and contribute and have
high dedication to the company and
ultimately have the will to work harder and
be more productive. On the other hand,
employees with low levels of job
satisfaction tend to have a turnover, as well
as decreased discipline and work
productivity. Job satisfaction generally
refers to the attitude of an employee. Job
satisfaction shows the match between a
person's expectations that arise and the
rewards provided by the job.
Then in the journal (Supartini et al.,
2014) explained that Job satisfaction
reflects a person's feelings towards his
work, this can be seen in the positive
attitude of employees towards work and
everything that is faced in the work
environment. The personnel department or
management must always monitor job
satisfaction because this affects
absenteeism, labor turnover, job
satisfaction and other important issues.
Generally speaking, job satisfaction can be
explained as the way employees view their
jobs as pleasant or unpleasant. It can be
concluded that job satisfaction is a person's
feeling or attitude towards his job, which
may be affected by various internal and
external factors.
The Riau Islands Province Education
Office is one of the services in the Riau
Islands Province. Based on the pre-research
through interviews, it was found that
employees do have their respective duties
and functions but the authority to
complete the work is found to be all with
the permission of superiors, such as section
heads, field heads and service heads,
employees must report and discuss in
completing work, employees have not
given the authority or freedom to work.
Then, the opportunity for employees to
participate in making decisions is not
evenly distributed, only certain people or
superiors can make decisions so that if
there are urgent things that happen, they
must be reported in advance so that a
solution can be given. Not only that,
feedback is rarely done or the leadership
rarely directly assesses the work of
employees, unless there are new problems,
important things will be discussed in the
work of employees.
Amru Reza | 59
Then if it is seen that there is still a
lack of employee satisfaction with the
opportunity for promotion, this is because
there is rarely an opportunity for
employees to be appointed or promoted to
a higher position. Not only that, employees
feel dissatisfied with policies such as all the
rules that exist in this service, especially in
dealing with problems that must be
resolved in stages starting from the section
head, head of service, and head of service
so that this hampers the completion of
work problems in the field, then employees
also must first report findings or problems
that occur without being allowed to make
decisions.
Based on the explanation above, it
can be taken the title of the research "The
Effect of Job Characteristics on Employee
Job Satisfaction at the Education Office of
the Riau Islands Province".
Based on the problems described in
the background, this research takes the
formulation of the problem, namely:
“Effect of Job Characteristics on
Employee Job Satisfaction at the
Education Office of the Riau Islands
Province”.
In accordance with the background
and the formulation of the problem, the
purpose of this study was to determine the
effect of job characteristics on employee
job satisfaction at the Riau Islands Province
Education Office.
If the objectives of this research can
be met, then the expected uses of this
research are:
a. To increase knowledge and broaden
knowledge about human resource
management.
b. To provide knowledge about the effect
of job characteristics on employee job
satisfaction at the Riau Islands Province
Education Office.
Can be used as input for the Riau
Islands Province Education Office in
determining job characteristics and in
increasing employee job satisfaction.
The framework according to
(Simanjuntak et al., 2017) is a conceptual
model of how the theory relates to various
factors that have been identified as
important issues. The variables in this study
will be examined with two variables
consisting of the independent variable (X)
namely job characteristics while the
dependent variable (Y) is job satisfaction.
The framework of thought in this study is as
follows:
Figure 1. Framework for Thinking
Source: Concept adapted for research
(2021)
METHODS
The time of the study was carried out
from 1 September to 4 February. This
research was conducted at the Education
Office of the Riau Islands Province. The type
of this research is quantitative research with
quantitative descriptive approach. The
variables studied were 2 variables
consisting of the Job Characteristics
variable (Variable X) and the Job
Satisfaction variable (Variable Y).
Job
Characteristic
s (Variable X)
Job
Satisfaction
(Variable Y)
60 | The Effect of Job Characteristics on Employee Satisfaction at the Education Office of Riau
Archipelago Province
In this study, the population is ASN at
the Riau Islands Province Education Office
totaling 306 consisting of ASN (State Civil
Apparatus) = 93 People, PTT (Non-
Permanent Employees) = 129 People, TPKK
(Special Education Support Personnel) = 84
Persons
Determination The number of
research samples specified in this study is
based on the calculations proposed by
Slovin in (Sunyoto, 2011) as follows:
𝑛 =
𝑁
1 + 𝑁(𝑒)
2
Where:
n = sample size,
N = population size,
e = percentage error desired or tolerated,
which is 5%.
Based on this formula, the number of
samples taken in this study are:
𝑛 =
306
1 + 306 (0.05)
2
= 173.37
So, the number of respondents in this
research is rounded off as many as 173
respondents.
The data collection tools that will be
used when conducting research are
Questionnaires and Documentation (Cheng
& Phillips, 2014). In this study, it can be
explained the definition of the research
variable consisting of the X variable as the
independent variable, namely Job
Characteristics, while the operational
definition of the Y variable as the
dependent variable, namely Job
Satisfaction. An analytical technique used
to determine the effect of an independent
variable on a dependent variable is to
analyze the sample data and apply the
results to the population.
RESULTS AND DISCUSSION
A. Overview of Research Locations
1. Brief History of the Riau Islands
Province Education Office
Education Office The Riau Islands
Province was only formed in 2004 in line
with the formation of the Riau Islands
Province. In accordance with Regional
Regulation No. 08/UN/KGKR/VII/2004
concerning the Organization and Work
Procedures (SOT) of Regional Offices in the
Riau Islands Province. The Riau Islands
Education Office initially used the
nomenclature of the Education and Culture
Office. Then with Regional Regulation No.
06 of 2005 the Education Office uses the
nomenclature of the Education, Youth and
Sports Office.
When it was first established, the Riau
Islands Province Education Office was
located in Batam, the temporary capital of
the Riau Islands Province. In line with the
relocation of the provincial capital to
Tanjungpinang in early 2006. The
Education Office also moved to
Tanjungpinang, to be precise, its office was
on Jl. DI Panjaitan No. 12 Tanjungpinang.
As a newly formed institution, the condition
of the Education Office is very concerning.
With a very limited number of employees
and very limited office
facilities/infrastructure, this institution has
not been able to carry out its duties and
functions properly, but gradually such
conditions began to be addressed.
Amru Reza | 61
Although the number of employees is not
sufficient, the implementation of their
duties and functions as education
stakeholders at the provincial level is
running smoothly.
Since the beginning of 2016 until
now, the Riau Islands Education Office has
occupied the former Riau Archipelago
International Staged School Building. Jl.
Sultan Mansyur Syah Dompak Island. With
the implementation of education in a
decentralized manner, duties and functions
as well as authority, the Department of
Education becomes wider and very
decisive. The consequence of this change is
that the understanding of the duties,
functions and authorities in question needs
to be understood by the relevant parties
because only through understanding the
working relationship between the
Provincial Education Office and related
parties can be established properly. This
good working relationship is needed so
that the Provincial Education Office and
related parties, especially the District / City
Education Offices do not run alone in
carrying out their duties and functions.
The Education Office of the Riau
Islands Province is well aware and
understands that building education in the
Riau Islands Province is not an easy job.
With geographical conditions consisting of
approximately 96% water areas and 2750
islands, coupled with the inadequate
condition of human resources in the field of
education, both the quantity and quality of
the implementation of educational
development in the Riau Islands Province,
the problem is very complex. Despite this
condition, the Education Office of the Riau
Islands Province as the manager of
education at the provincial level still has a
strong commitment to carry out
educational development in the Riau
Islands Province towards achieving the
vision and mission of the Government and
the Provincial Government in particular for
the successful implementation of 7 (seven)
important and strategic issues in
development. education. The
commitments are as follows:
Commitment
1. improve quality and competitiveness
2. Improving the welfare of educators
and education staff
3. Improving teacher qualifications
4. Equity and expanding access to
education Educational
5. Relevance to the needs of the business
world
6. Community and stakeholder
participation in education
7. Eradication of illiteracy
a. Main Duties and Functions
The Education Office has the task of
carrying out some decentralization
authorities, deconcentrating tasks in the
fields of Secondary Education and Special
Education as well as Assisting Tasks in the
Field of Early Childhood Education, Basic
Education and Non-Formal/Informal
Education in accordance with their scope of
duties. To carry out the tasks as referred to
in paragraph (1), the Education Office has
the following functions:
1. Establishing operational policies for
education in the provinces in
accordance with national policies;
2. Coordination and synchronization of
operational policies and education
programs between districts/cities;
62 | The Effect of Job Characteristics on Employee Satisfaction at the Education Office of Riau
Archipelago Province
3. The management of secretarial activities
includes planning, finance and BMD,
general and staffing and the
implementation of co-administration
tasks;
4. The implementation and management
of the Senior High School Development
Sector includes curriculum and
assessment, institutions, facilities and
infrastructure, students and character
building in the Senior High School
Education Unit;
5. The implementation and management
of the Vocational High School
Development Sector includes curriculum
and assessment, institutions, facilities
and infrastructure, students and
character building in the Vocational
High School Education Unit;
6. The implementation and management
of the Special Education Development
Sector includes curriculum and
assessment, institutions, facilities and
infrastructure, students and character
building in the Special Education Unit
and Special Services;
7. The implementation and management
of the Manpower Development Sector
includes Management of High School
Educators and Education Personnel,
Management of Vocational Educators
and Education Personnel, and
Management of Special Educators and
Education Personnel;
8. Information and Communication
Technology Center for Education carries
out some operational technical activities
and/or technical support activities for
the office in the field of Educational
Communication Technology;
9. Coordination, synchronization and
facilitation of programs/activities which
are co-administration tasks;
10. Supervision and utilization of
educational facilities and
infrastructure;
11. Improvement of welfare, appreciation
and protection of educators and
education personnel for all levels of
education units;
12. Organizing national examinations for
Basic Education, Secondary Education,
and Non-Formal/Informal Education in
accordance with national policies;
13. Evaluation of the achievement of
national education standards at all
levels of education units in accordance
with national policies;
14. Implementation of other tasks
assigned by the Governor.
Of the Education Office, consisting of:
1. Secretariat;
2. High School Development Sector;
3. Vocational High School Development
Sector;
4. Special Education Sector;
5. Field of Staff Development for
6. Functional Position Groups;
a) Service Technical Implementation Unit
(UPTD) Educational Technology and
Communication Development Center
(BP-Tekkom Pendidikan)
b) UPTD Disdik in District/City
2. Overview of Respondents
Before the author discusses and
analyzes further the discussion in this study
will begin with a discussion of the
characteristics of respondents .
Furthermore, to ensure facts or strengthen
beliefs in the context of objective truth, a
questionnaire was used which was
Amru Reza | 63
distributed to respondents. For more
details, the following describes the results
of data processing as follows:
a. Characteristics of Respondents Based
on Gender
From the characteristics of
respondents based on the sex of the
respondents we can see through the
explanation of the table below:
Table 1. Characteristics of Respondents
Based on Gender
No.
Gender
Frequency
(Persons)
1.
Male
120
2.
Female
53
Total
173
Source: Processed Questionnaire Data,
2021
Table 1. shows the number of
respondents by gender where the highest
percentage of respondents is female as
many as 153 people while male - men as
many as 120 people.
b. Characteristics of Respondents Based
on Age
From the characteristics of
respondents based on age we can see
through the explanation of the table below:
Table 2. Characteristics of Respondents by
Age
No.
Age
1.
21 Years to 30
Years
2.
31 Years to 40
Years
3.
> 40 Years
Total
Sources of data: Processed questionnaire
results, 2021
Based on the presentation of table 2.
based on the age level of the respondents
above it can be seen that the percentage of
respondents as a whole has an age
between 21 years to 30 years.
3. Data Quality Test (Research
Instruments)
a. Validity Test
Validation test is the ability of
measuring instruments to measure
measurement objectives. When measuring
validity, pay attention to the content and
usability of the instrument. To ensure
consistency and accuracy of the data
collected by device usage, we performed
validation tests using the current product
moment correlation. The feasibility test is
carried out by comparing the calculated r
value for a significance of 5% degrees of
freedom (df) = n-2 with table r, in this case
n is the number of samples. If r counts > r,
the question or indicator is declared valid,
and if r counts < r, the question or indicator
is declared invalid. (Ghozali, 2011).
Table 3. Testing the Validity of Research
Variables
Statement
R Count
R Table
Description
Job Characteristics Variables
X.1
0.404
0.1484
Valid
X.2
0.527
0.1484
Valid
64 | The Effect of Job Characteristics on Employee Satisfaction at the Education Office of Riau
Archipelago Province
Variables
Statement
R Count
R Table
Description
X.3
0.663
0.1484
Valid
X.4
0.668
0.1484
Valid
X.5
0.496
0.1484
Valid
X.6
0.414
0.1484
Valid
X.7
0.363
0.1484
Valid
X.8
0.518
0.1484
Valid
X.9
0.391
0.1484
Valid
X.10
0.590
0.1484
Valid
X.11
0.525
0, 1484
Valid
X.12
0.510
0.1484
Valid
X.13
0.493
0.1484
Valid
X.14
0.333
0.1484
Valid
X.15
0.338
0.1484
Valid
Job Satisfaction Variables
Y.1
0.537
0.1484
Valid
Y.2
0.526
0, 1484
Valid
Y.3
0.564
0.1484
Valid
Y.4
0.476
0.1484
Valid
Y.5
0.326
0.1484
Valid
Y.6
0.361
0.1484
Valid
Y.7
0.259
0.1484
Valid
Y.8
0.425
0.1484
Valid
Y.9
0.466
0.1484
Valid
Y.10
0.524
0.1484
Valid
Y.11
0.534
0.1484
Valid
Y.12
0.392
0.1484
Valid
Y.13
0.321
0.1484
Valid
Y.14
0.459
0.1484
Valid
Y. 15
0.287
0.1484
Valid
Source: Processed Data (2021)
Based on Table 3. testing the validity
of the independent variable and the
dependent variable, if r count > r table it
can be concluded that se all statements are
declared valid, then it is feasible to be used
as a research instrument.
b. Reliability Test
Reliability test is actually a tool to
measure the questionnaire which is an
indicator of a variable or composition. If the
answers to the statements are consistent or
stable over time, the questionnaire is said
to be reliable or trustworthy. SPSS provides
the ability to measure with Statistical
Cronbach Alpha Structures or variables that
>, 0.60, are said to be reliable. (Ghozali,
2011).
Amru Reza | 65
Table 4. Research Variable Reliability
Testing
Alpha
Variable
Calcul
ate
Cronb
ach's
Alpha
Conclusi
on
Job
Character
istics
0.766
0.60
Reliable
Job
Satisfacti
on
0.682
0.60
Reliable
Source: Processed Data (2021)
According to Table 4, the reliability
test results show that the alpha coefficient
of the job characteristic variable is 0.766 >
0.60, and the alpha coefficient of the job
satisfaction variable is 0.682 > 0.60.
Therefore, it can be said that all
measurement concepts are reliable for
each variable in the questionnaire, making
it suitable as a measurement tool for
research. This proves that the measuring
instrument is consistent and can predict
research variables with a calculated alpha
value > 0.60.
4. Classical Assumption
a. Normality Test
Normality test is one part of testing
data analysis requirements or commonly
called classical assumptions. Normality Test
is a test carried out with the aim of
assessing the distribution of data in groups
of data or variables, whether the
distribution of data is usually distributed or
not.
In other words, is the data obtained
from a normally distributed population. In
this study, to detect the normality of the
data, it can be done by looking at the
histogram graph and the PP plot. If the
histogram graph is shaped like a bell then
the data is usually distributed, and the PP
plot is said to be normal if the points
appear to be scattered around the diagonal
line and follow the diagonal direction.
Figure 2. Normality Test Results with
Histograms
Source: SPSS Data Processing Results
Version 25, 2021
Based on Figure 2. it can be
concluded that the data is normally
distributed, because the data forms a bell-
like pattern and does not deviate to the left
and right. In addition to the histogram
graph, the PP Plot is also used to test the
normality of the data. The results of the
normality test graphically Probability Plot
using SPSS Version 25 is shown in the graph
below:
Figure 3. Normality Test with PP Plot
66 | The Effect of Job Characteristics on Employee Satisfaction at the Education Office of Riau
Archipelago Province
Source: SPSS Version 25, 2021 Data
Processing Results
Based on Figure 3. above, From this it
can be concluded that the normal chart
pattern is seen in the points expanding
around the diagonal and the expansion
follows the direction of the diagonal. Based
on the normality plot, it is indicated that the
regression model satisfies the normality
assumption and can be used in this study.
b. Heteroscedasticity Test Results
The heteroscedasticity test is used to
determine whether or not there is a
deviation from the classical assumption of
heteroscedasticity, namely the variance in
residual variance for all observations in the
regression model. What must be fulfilled in
the regression model is the absence of
heteroscedasticity symptoms. The
heteroscedasticity test aims to test whether
in the regression model there is an
inequality of variance from the residue
from one observation to another. Good
data is if there is no heteroscedasticity.
Figure 4. Heteroscedasticity Test Results
Source: SPSS Data Processing Results
Version 25, 2021
Based on Figure 4. above, it can be
seen that the data (dots) spread evenly
above and below the zero line, do not
gather in one place, and do not form
certain pattern so that it can be concluded
that in this regression test there is no
heteroscedasticity problem.
5. Simple Linear Regression Analysis
To determine the model or form of
the influence relationship between
variables and to determine the positive or
negative influence of the independent
variable (X) on the dependent variable (Y),
simple linear regression analysis was used
with the following calculation results:
Table 5. Calculation Analysis Regression
Coefficients
a
Model
Unstandardized
Coefficients
Standardi
zed
Coefficien
ts
T
B
Std. Error
Beta
1
(Constant)
41,724
3,984
10,472
Amru Reza | 67
Job Characteristics
.330
.064 .367
5.158
Source
Source : SPSS Processing Results Version 25, 2021
From the presentation of table 5. it can be
seen that the results of simple linear
regression testing can be seen so that the
influence model between each
independent variable on dependent
variable. From the above calculation, it can
be seen that the constant value is 4.724 so
that the linear equation formed by the two
coefficients is:
Y = a + bX + e
Y = 41.724 + 0.330X + e
Description:
Y = Job Satisfaction
a = Constant
b = Regression Coefficient
X = Job Characteristics
e = Residue / error
Based on the results of the
regression equation above, it can be
explained as follows:
1. If there is an increase in Job
Characteristics with the assumption that
other variables are fixed, it will have an
increasing impact on Job Satisfaction of
0.330.
6. Hypothesis Testing
a. Test Results T test
T statistical test is basically used to
see the effect of the independent variable
on the dependent variable partially. In this
study, the effect of Job Characteristics on
Job Satisfaction will be studied. The results
of hypothesis testing using the t test can be
seen in the following table:
Table 6. T Test Results
Coefficients
a
Model
Unstandardized
Coefficients
Standar
dized
Coefficie
nts
T
Sig.
B
Std.
Error
Beta
1
(Constant)
41,724
3,984
10,47
2
000
Job Characteristics
.330
.064
.367
a
5,158
,000
,
. Dependent Variable: Job Satisfaction
Source: SPSS Test Results Version 25, 2021
With a value of n = 173, = 5% (2-
sided test) where n = number of samples,
to find out the value of t table with a sample
of 173 can be seen with degrees of freedom
(df ) = nk-1, where n (amount of data) and
k (number of independent variables in the
study so that (df) = 173-1-1 = 171 so that
degree of freedom = 171, where the t table
value for df = 171 is 1,973. Conclusion
which can be taken from the analysis of the
table, namely Job Characteristics has a
tcount 5.158 so that the value of tcount >
ttable, which is 5.158> 1.973. Based on this
value, it can be concluded that Ha is
68 | The Effect of Job Characteristics on Employee Satisfaction at the Education Office of Riau
Archipelago Province
accepted, this indicates that partially Job
Characteristics has a significant influence
on satisfaction Based on the table above, it
can be seen that the significant value of Job
Characteristics is 0.000, this shows that Job
Characteristics have a partial effect on Job
Satisfaction, because the sig value the
significance is smaller than 0.05 which
means that when the Job Characteristics is
good, then the Riau Islands Province
Education Office employee will get good
job satisfaction for choosing the product.
7. Coefficient of Determination Test (R
Square)
The coefficient of determination (R2)
is designed to look at how much each
independent variable affects the
dependent variable to determine the
percentage contribution of the variable
(job characteristics) and the dependent
variable (job satisfaction).
Table 7. Test Results for
the Coefficient of Determination Test (R Square)
Model Summary
b
Model
R
R
Square
Adjusted R
Square
Std. Error
of the
Estimate
1
.367
a
.135
.130
4.78193
Source: SPSS Processing Results Version 25, 2021
From the results of Table 7. the
magnitude of R Square based on the results
of the analysis with SPSS 25 is 0.135. Thus
the magnitude of the influence given by the
Job Characteristics variable on Job
Satisfaction is 13.5%, while the remaining
86.5% is influenced by other factors not
examined in this study.
Discussion
Based on the results of the study, it is
proven that the Job Characteristics has a
tcount 5.158 so that the value of tcount >
ttable, which is 5.158 > 1.986. Based on this
value, it can be concluded that Ha is
accepted, this indicates that partially Job
Characteristics has a significant influence
on Job Satisfaction. Based on the table
above, it can be seen that the significant
value of Job Characteristics is 0.000, this
shows that Job Characteristics have a
partial effect on Job Satisfaction, because
the significance value is smaller than 0.05.
Based on the results of the study, it is
known that job characteristics have an
influence on job satisfaction, it can be
concluded that each employee has
different views, goals, needs and abilities
from one another. This difference will be
carried over in the world of work, which will
cause satisfaction from one person to
another, even though they work in the
same place. Individual differences in terms
of abilities, values, attitudes and interest
which are attitudes that make people
happy about certain situations or ideas will
increase the individual’s satisfaction at
work. The diversity of each individual both
in terms of ability, value obtained from
work, high attitudes and interests can
encourage satisfaction from each individual
towards work.
Amru Reza | 69
This is then in line with the research
results of (Purwanto, 2020). This study
concludes that work has no significant
effect on job satisfaction. Positive and
significant work characteristic of
organizational commitment. Positive and
significant organizational commitment to
job satisfaction. Organizational
commitment successfully mediates the
relationship between job characteristics
and job satisfaction.
Work has a significant impact on the
company because the creation of this
situation will have a positive effect in the
company due to the nature of the work that
is in harmony with the employees and the
company so that it creates stability in the
company which in turn encourages work
productivity and the achievement of
company goals in the long term. certain
time. According to Handoko in (Fadli &
Oktariani, 2021) pleasant or unpleasant a
job, job satisfaction is also determined by
the characteristics of the job. (Permana &
Sriathi, 2017) define job characteristics as
the number of responsibilities, variety of
tasks, and characteristics in which people
get satisfaction. Satisfaction with the job
will motivate everyone from dissatisfaction.
Job goals are defined by the job that is the
foundation of job activities and the design
of job satisfaction that results is critical to
the company's success.
In the organization there are various
types of work that have different
characteristics from one job to another. Job
characteristics are factors related to how
the factor assesses the tasks in the job
(Panggabean, 2004). (Anik, 2020) states
that job characteristics are job
specializations that take into account the
work system and work preferences. To
increase employee productivity and work
results optimally, companies need to
determine job characteristics and develop
various ways so that their human resources
can be integrated effectively. Employees
will pursue the field of work with
concentration and responsibility
accompanied by feelings of pleasure until
satisfactory and quality results.
Work goals are an emotional
expression that is positive or pleasant as a
result of a job on top of work experience.
work goals consist of two elements, namely
cognitive (assessment of one's work) and
affective (emotional state). work goals
obtained by employees will increase
organizational commitment. Employees
who initially lack organizational
commitment, but after work it turns out to
be imbalanced in accordance with
applicable regulations, they will feel that
there are things that are interesting and
satisfying. This will foster the development
of organizational commitment.
CONCLUSIONS
Based on the results of the research
conducted, it can be seen that the
conclusions obtained in the research
conducted on the results of research and
discussion can be seen that the
characteristics of the work have a positive
and significant influence on work. > 1.986
and it is known that the significance of job
characteristics is 0.000 where the
significance value is <0.05. Based on this
value, it can be said that it is accepted, this
shows that partially the work has a
significant influence on work. Based on the
70 | The Effect of Job Characteristics on Employee Satisfaction at the Education Office of Riau
Archipelago Province
results of this study, it is known that job
characteristics have an influence on job
satisfaction, it can be obtained that each
employee has different views, needs, and
abilities from one another. This certainly
gives an indication that work will have a
significant effect on increasing employee
work at the Riau Islands Province Education
Office. The percentage of the influence
given by the characteristics of the job to
work based on the results of data
processing with a value of r square that is
equal to 13.5%.
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