The Influence of Workload and Physical Work Environment on employee's work productivity with Employee Engagement as an Intervening Variable (Case Study at PT PLN (Persero) UPT Cirebon)
Abstract
PT PLN (Persero) Unit Pelaksana Transmisi Cirebon is a PLN Unit tasked with maintaining the operational reliability of High Voltage and Extra High Voltage electrical equipment in the West Java region. The company has an duty to transmit 100% of the power produced from power plants to customers. The situation observed over the last five assessment periods reveals that the number of the employee’s work productivity has been highly fluctuating. Employee’s work productivity is influenced by several factors, one of which is employee engagement. The 2023 Employee Engagement survey results indicate that Work Engagement has reached 88.93% of the 88% target. However, certain dimensions have not met the target, namely the Work Conditions dimension (85.84%), which includes two factors: workload and physical work environment. The workforce at PT PLN (Persero) UPT Cirebon is still understaffed (96.8%), leading to frequent and prolonged overtime work. The Physical Work Environment at PLN UPT Cirebon is also not entirely satisfactory due to malfunctioning work facilities and equipment. This research aims to determine the influence of Workload and Physical Work Environment on Employee Engagement and its implications for Employee’s Work Productivity at PT PLN (Persero) Unit Pelaksana Transmisi Cirebon. This study employs a quantitative method with a descriptive research type. The research respondents consist of 219 employees of PT PLN (Persero) UPT Cirebon, utilizing non-probability sampling with saturated sampling. The processed data will be analyzed using descriptive analysis techniques with SEM-PLS. This research hypothesizes that Workload and Physical Work Environment simultaneously have a significant influence on Employee Productivity through Employee Engagement as an intervening variable at PLN UPT Cirebon. The research results indicate that the Physical Work Environment has a positive and significant influence on both Employee Engagement and Employee’s Work Productivity. Similarly, Employee Engagement was found to have a positive and significant influence on Employee’s Work Productivity. However, Workload did not show a significant influence on either Employee Engagement or Employee’s Work Productivity, whether directly or through the intervening variable. A coefficient of determination value of 0.631 indicates that 63.1% of employee productivity is explained by these three variables, while the remainder is influenced by other factors. This research has limitations in its scope of the variables considered. Therefore, further research is recommended to explore other variables such as leadership style, work-life balance, organizational culture, or to conduct qualitative studies to gain a deeper understanding of the phenomena.
Downloads
References
Armstrong, M., & Taylor, S. (2020). Armstrong's Handbook of Human Resource Management Practice (15th ed.). London : CPI Group (UK) Ltd, Croydon CR0 4YY.
Angwen, DG (2017). The Relationship between Physical Environment and Workload with Job Stress at PT Panggung Electric Citrabuana. Student Scientific Journal of the University of Surabaya, 6(2), 1–10.
Aon, H. (2017). Empower Results. Trends in Global Employee Engagement. Retrieved from http://www.aon.com
Budiasa, IK (2021). Workload and Human Resource Performance (1st ed.). Busro, M. 2018. Theories Management Source Power Man. Jakarta: Prenadamedia Group.
Chandra, R., & Ardiansyah, D. (2017). The Effect of Workload and Job Stress on Employee Performance at PT. Mega Auto Central Finance Branch in Langsa. Journal of Management and Finance, 4(2), 670–678.
Dessler, G. (2020). Human Resource Management (16th ed.). Florida : Pearson. DuBrin, A. J. (2019). Fundamentals of Organizational Behavior (6e ed.). United States: Academic Media Solutions.
Fitria, H., & Sary, FP (2023). Optimization of Employee Productivity in the Production Section at PT. X: The Role of Educational Level and Physical Work Environment. Journal of Management Science and Organization, 4(3), 251–264. https://doi.org/10.52300/jmso.v4i3.10438
Indiyati, D., Rahmatika, AF (2022) The Influence of Physical and Non-Physical Work Environment on Employee Job Satisfaction at PT Manunggal Perkasa. YUME: Journal of Management Vol. 5 Issue 3 (2022) Pages 254 - 262
Gani, NA, Utama, RE, Jaharuddin, & Priharta, A. (2020). Organizational Behavior (1st ed.). East Jakarta: Miqrat Publisher.
Hartono, W.,& Kusuma,M.(2020).The Effect of Workload and Work Discipline on Employee Performance at PT Sembilan Pilar Utama. Jurnal Ekombis Review – Scientific Journal of Economics and Business,8(2),205–214.
Kusumasari, NP, & Wahyuningtyas, R. (2018). The Influence of Overtime to Work-Family Conflict and Job Performance in Witel Bogor of PT Telkom. International Seminar & Conference on Learning Organizations, 139–148.
Kasmir. (2019). Human Resource Management. Depok: Rajawali Pers.
Mangkunegara, AP (2015). Corporate Human Resources (12th ed.). Bandung: Rosdakarya Youth.
Noe, R.A., Hollenbeck, J.R., Gerhart, B., & Wright, P.M. (2017). Human Resource Management: Gaining a Competitive Advantage (10th ed.). New York : McGraw-Hill Education.
Permadi, IKO, Landra, N., Kusuma, IGAET, & Sudja, IN (2018). The Impact of Compensation and Work Environment Towards Job Satisfaction to Affect Employee Performance. International Journal of Management and Commerce Innovations, 6(2), 1248–1258.
Robbins, S.P., & Judge, T.A. (2022). Organizational Behavior (18th ed.). United Kingdom : Pearson Education Limited.
Saraswati, F., & Indiyati D. (2022) The Influence of Non-Physical Work Environment and Work Stress on Job Performance of Gen Z in Indonesia. Proceedings of the 3rd Asia Pacific International Conference on Industrial Engineering and Operations Management
Sari, RNI, & Hadijah, HS (2016). Improving Employee Performance through Job Satisfaction and Work Discipline. Journal of Office Management Education, 1(1), 204–214.
Schaufeli. (2018). The Practice of Engagement Research into Current Employee Engagement Practice. Strategic HR Review Vol. 6 No. 6.
Shabbir, B., & Naqvi, R.N. (2017). Impact of Workload and Job Complexity on Employee Job Performance with the Moderating Role of Social Support and Mediating Role of Job Stress: A Study of Travel agencies in Rawalpindi, Islamabad and AJK. Journal of Accounting & Marketing, 06(01), 1–7.
Siagian, SP (2014). Human Resource Management. Jakarta: Bumi Aksara.
Sugiyono. (2008). Quantitative, Qualitative and R&D Research Methods (6th ed.). Bandung: Alfabeta.
Sulastri, & Onsardi. (2020). The Effect of Job Stress and Workload on Employee Performance. Journal of Management and Business, 2(1), 83–98. https://doi.org/10.31539/jomb.v2i1.1215
Tanpipat, W., Lim, H. W., & Deng, X. (2021). Implementing Remote Working Policy in Corporate Offices in Thailand: Strategic Facility Management Perspective. Sustainability 2021, Vol. 13, Page 1284, 13(3), 1284.
Tarwaka. (2014). Management and Implementation of Occupational Health and Safety in the Workplace (2nd ed.). Surakarta: Harapan Press.
Taylor, S., & Woodhams, C. (2022). Human Resource Management: People and Organizations (3rd ed.). London : Kogan Page.
Torrington, D., Hall, L., Taylor, S., & Atkinson, C. (2020). Human Resource Management (11th ed.). Florida : Pearson.
Wibowo. (2017). Performance management (5th ed.). Jakarta: Rajawali Pers.
Wicaksono, BD, & Rahmawati, S. (2019). The Effect of Employee Engagement on Employee Performance of the Directorate of Information Systems and Digital Transformation at Bogor Agricultural University. Journal of Management and Organization (JMO), 10(2), 133–146.
Widodo. (2017). Research methodology: popular and practical (1st ed., Vol. 1). Jakarta: Rajawali Pers.
Copyright (c) 2025 International Journal of Science, Technology & Management
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
