Lingkungan Kerja dan Capaian Kinerja Sumber Daya Manusia di Sentra Abiyoso Cimahi.

NOELA MAYANGSARI SIAHAAN, NRP 21.04.104.; DIDIET WIDIOWATI; ERI SUSANTO

Lingkungan Kerja dan Capaian Kinerja Sumber Daya Manusia di Sentra Abiyoso Cimahi.

dc.contributor.author	NOELA MAYANGSARI SIAHAAN, NRP 21.04.104.
dc.contributor.author	DIDIET WIDIOWATI
dc.contributor.author	ERI SUSANTO
dc.date.accessioned	2025-10-07T01:46:39Z
dc.date.available	2025-10-07T01:46:39Z
dc.date.issued	2025-10-07
dc.description.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
dc.identifier.uri	https://repository.poltekesos.ac.id/handle/123456789/2037
dc.publisher	Perpustakaan
dc.subject	Lingkungan Kerja
dc.subject	Kinerja
dc.subject	Sumber Daya Manusia
dc.title	Lingkungan Kerja dan Capaian Kinerja Sumber Daya Manusia di Sentra Abiyoso Cimahi.
dc.title.alternative	-peksos-
dc.type	Technical Report