Lingkungan Kerja dan Capaian Kinerja Sumber Daya Manusia di Sentra Abiyoso Cimahi.
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Date
2025-10-07
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Abstract
NOELA MAYANGSARI SIAHAAN, NRP 21.04.104. Lingkungan Kerja dan
Capaian Kinerja Sumber Daya Manusia di Sentra Abiyoso Cimahi.
Dibimbing oleh DIDIET WIDIOWATI dan ERI SUSANTO.
Lingkungan kerja memiliki peran mendasar dalam menentukan keberhasilan suatu
organisasi, khususnya dalam pengelolaan sumber daya manusia (SDM).
Lingkungan kerja yang kondusif mencerminkan perhatian organisasi terhadap
kesejahteraan karyawan, yang pada akhirnya dapat menciptakan suasana kerja yang
produktif, efisien, dan harmonis. Penelitian ini bertujuan untuk mendeskripsikan
dan menganalisis lingkungan kerja, capaian kinerja, serta hubungan antara
lingkungan kerja fisik dan nonfisik dengan kinerja sumber daya manusia (SDM) di
Sentra Abiyoso Cimahi. Lingkungan kerja yang kondusif mencerminkan perhatian
organisasi terhadap kesejahteraan pegawai dan berperan penting dalam
menciptakan suasana kerja yang produktif, efisien, dan harmonis. Metode yang
digunakan adalah kuantitatif deskriptif, dengan teknik pengumpulan data melalui
penyebaran kuesioner kepada 55 pegawai ASN. Data dianalisis menggunakan
statistik deskriptif dan uji korelasi Pearson. Hasil analisis menunjukkan bahwa
persepsi pegawai terhadap lingkungan kerja berada dalam kategori “baik” (mean
4,02), dan capaian kinerja juga dalam kategori “baik” (mean 4,11). Namun, terdapat
beberapa indikator lingkungan kerja yang masih berada di bawah kategori ideal,
yaitu penataan ruang kerja (mean 3,16; sedang), kebersihan toilet (mean 2,85;
rendah), ketersediaan dan sosialisasi APAR (mean 2,80; rendah), tingkat kebisingan
(mean 3,55; sedang), serta akses terhadap pelatihan dan pengembangan kompetensi
(mean 3,96; mendekati baik). Uji korelasi Pearson menunjukkan nilai koefisien
sebesar 0,742 dengan signifikansi 0,000, yang berarti terdapat hubungan yang
signifikan dan positif antara lingkungan kerja dan kinerja pegawai. Berdasarkan
interpretasi Cohen (1988), nilai korelasi tersebut termasuk dalam kategori “kuat,”
dan menunjukkan bahwa semakin baik persepsi terhadap lingkungan kerja, maka
semakin tinggi pula capaian kinerja SDM. Temuan ini memperkuat bahwa kondisi
lingkungan kerja, baik dari aspek fisik seperti ergonomi dan kebersihan, maupun
aspek nonfisik seperti keamanan dan suasana kerja, memiliki peran penting dalam
membentuk kinerja pegawai. Rekomendasi praktis meliputi penataan ulang ruang
kerja dengan prinsip pewarnaan yang mendukung motivasi kerja, peningkatan
sistem kebersihan berbasis partisipatif, penguatan K3, pengendalian kebisingan
melalui desain akustik, serta pelatihan SDM yang terstruktur dan berbasis
kebutuhan unit kerja. Penelitian ini menegaskan bahwa optimalisasi lingkungan
kerja dan peningkatan kapasitas SDM merupakan strategi penting dalam
mendukung keberhasilan sistem multilayanan secara berkelanjutan di Sentra
Abiyoso Cimahi.
Kata Kunci: Lingkungan Kerja, Kinerja, Sumber Daya Manusia
ABSTRACT
NOELA MAYANGSARI SIAHAAN, NRP. 21.04.104. Work Environment
and Human Resource Performance Achievements at the Abiyoso
Cimahi Center. Supervised by DIDIET WIDIOWATI and ERI
SUSANTO.
The work environment has a fundamental role in determining the success of an
organization, especially in human resource management. A conducive work
environment reflects an organization's attention to employee well-being, which can
ultimately create a productive, efficient, and harmonious work atmosphere. This
study aims to describe and analyze the work environment, performance
achievements, and the relationship between physical and non-physical work
environments and the performance of human resources (HR) at the Abiyoso Cimahi
Center. A conducive work environment reflects the organization's attention to
employee welfare and plays an important role in creating a productive, efficient,
and harmonious work environment. The method used is descriptive quantitative,
with data collection techniques through the distribution of questionnaires to 55 ASN
employees. Data were analyzed using descriptive statistics and Pearson correlation
tests. The results of the analysis showed that employees' perception of the work
environment was in the "good" category (mean 4.02), and performance
achievements were also in the "good" category (mean 4.11). However, there are
several indicators of the work environment that are still under the ideal category,
namely workspace arrangement (mean 3.16; medium), toilet cleanliness (mean
2.85; low), availability and socialization of fire extinguishers (mean 2.80; low),
noise level (mean 3.55; medium), and access to training and competency
development (mean 3.96; close to good). The Pearson correlation test showed a
coefficient value of 0.742 with a significance of 0.000, which means that there is a
significant and positive relationship between the work environment and employee
performance. Based on the interpretation of Cohen (1988), the correlation value is
included in the category of "strong," and shows that the better the perception of the
work environment, the higher the achievement of human resource performance.
These findings reinforce that the condition of the work environment, both from
physical aspects such as ergonomics and hygiene, as well as non-physical aspects
such as safety and work atmosphere, has an important role in shaping employee
performance. Practical recommendations include rearranging workspaces with
coloring principles that support work motivation, improving participatory-based
hygiene systems, strengthening K3, noise control through acoustic design, and
structured and need-based HR training for work units. This study confirms that
optimizing the work environment and increasing the capacity of human resources
is an important strategy in supporting the success of the multiservice system in a
sustainable manner at the Abiyoso Cimahi Center.
Keywords: Work Environment; Performance; Human Resources
Description
Keywords
Lingkungan Kerja, Kinerja, Sumber Daya Manusia