EFFECT OF WORK ENVIRONMENT AND MOTIVATION ON EMPLOYEE PERFORMANCE AT PT. KARYA MANDIRI GRESIK

The establishment of the company aims to get maximum benefit. Competition for maximum profit can be achieved if the company has good performance. Capital facilities and infrastructure, technology and applicable regulations require human resources Performance is closely related to human resources in the company. Human performance is greatly influenced by the work environment and motivation of an employee in carrying out their work. The influence of the work environment and one's motivation at work can be investigated through a quantitative approach that aims to find out how the influence of the work environment and work motivation on performance and find out which has the dominant influence of the two variables. In the research conducted at PT. Karya Mandiri, it addressed the results that one's work motivation has a more dominant influence on employee performance. It can be from a work motivation value of 0.523 while the influence of the work environment on performance is only 0.128. This primary data is obtained by distributing questionnaires to all employees and then the data is processed using software.


INTRODUCTION
The purpose of a company founded is to get the maximum profit, high productivity with good quality. In addition to capital, facilities and infrastructure, technology, and applicable regulations, companies or organizations require quality Human Resources (HR). In this case, good human resources will contribute well in terms of achieving productivity and improving quality, achieving the company's vision and mission. In the development era, it is hoped that the company will be able to compete and be sustainable with existing technological and communication advancements. The fact shows that companies that are not able to continue with the progress of time will lag behind the rapid development of the times.
Performance is an individual or group of people who have achievements or work within an organization that has been determined by the organization (Suntoro, 1999). Good  In the current industrial era, where the organizational environment is changing rapidly, it is needed the human resources who are not only enough to support the survival of the organization, but more than that. HR is required to provide competitive advantage to win the competition. Competitive advantage can be seen from the aspects of mastery of knowledge, skills and attitudes, as well as work behavior directed at achieving organizational goals.
Technology makes it easy for humans to carry out their activities, especially in increasing productivity to achieve optimal performance. The work environment is another factor outside of humans, both physical and non-physical (Sofyan, 2013). A good work environment happens if employees can carry out work optimally and comfortably (Yugusna, Fathoni, and Haryono, 2016).
When viewed deeper, one of the important things from Human Resources Management that needs to be considered properly by the company is motivation. Motivation is the desire found in an individual person who stimulates it to take actions (Riduan, 2003). Without sufficient motivation, the performance of existing human resources will be less than optimal. The bad impact of the lack of motivation from the leaders can ultimately reduce the performance of the company itself. In addition, it can cause complaints from customers, cause employees to be lazy to work, and other possibilities leading to physical and psychological actions, such as increasing the degree of absenteeism and employee turnover. The problem of motivation is a source of motivation for employees. The aim of work motivation is to help the organization achieve strategic success while ensuring the work takes place and at the same time encouraging employees to improve employee performance.
Not different from the organization in general, PT. Karya Mandiri also places the element of HR as one of the determining factors for the achievement of goals. Gibson (2010) revealed that organizational performance or achievement depends on the work performance of its employees. It indicates that if the achievements of employees will contribute to the organization as a whole. The performance appraisal process must be carried out, aiming to measure or assess whether an employee has succeeded or failed in carrying out his work using predetermined standards.
Based on the above background, the formulation of the problem can be formulated as follows: a) How does the influence of the work environment, motivation on employee performance? b) Which variables have a significant effect on employee performance variables?
Based on the formulation of the problems that have been raised, the objectives of this study are as follows: a) Knowing the influence of the work environment, motivation on employee performance; b) Knowing more dominant variables between work environment variables, motivation on employee performance.

Performance
In terminology, performance is a measure of how well people do their jobs (Davis, 2002).
Whereas according to Wibowo (2010) performance is about doing work and the results achieved from the work. Maximizing performance is a priority for most organizations today. Performance as a quality and quantity of the achievement of tasks, is carried out by individuals, groups and companies. According to Robert (2006) the dimensions of performance appraisal include 4 aspects which include: 1) Quantity of work is the work that is measured based on the speed and volume of work produced. 2) Quality of work is the quality of work that is measured based on accuracy, accuracy, skills, tidiness and the least errors in carrying out the work, 3) Dependability initiative and the habit of maintaining work safety, and 4) Attitude regarding employees' positive attitudes towards institutions and jobs, and being able and willing to work with colleagues.
According to Veithzal (2005), there are two reasons why performance assessments need to be held, namely: 1) Managers need objective evaluations of past employee performance used to make decisions in the HR field in the future and, 2) Managers need tools allowing to help employees improve performance, plan work, develop abilities and skills for career development and strengthen the quality of the relationship between the manager concerned with his employees.
Intrinsic and extrinsic factors greatly affect performance. Intrinsic factors include the level of education, level of knowledge, level of skills, motivational attitude towards performance and level of work experience. Extrinsic factors are influenced by several things which include the family environment, socio-cultural environment, economic environment, learning environment, work environment and technology.

Work Environment
The work environment has two forms, namely the physical form of the work environment and the psychological form of the work environment. The physical form of the work environment is the third level (3) from Maslow and the second level (2)  (Standardizing), give a sign or label so that it is easy to find, see and recover and, 5) Shitsuke (Self-Discipline), guarantee that the 4 mentioned above can be implemented and used as should be.
The psychological form of the work environment can be made a picture that someone works to fill social needs and interactions. Most people want to work to get more than just money or achievements that come from work, for example having colleagues who are friendly and mutually supportive, pleasant boss behavior. Creating a comfortable psychological work environment, according to the philosophy of Fish Stephen (2003), is applying the principle of fun work. This philosophy applies four principles, namely: 1) Play, which combines fun and work, 2) Make their day (make every day happy). This can be done by celebrating birthdays, welcoming guests, congratulating, visiting colleagues who are sick, and so on, 3) Be There, positioning yourself where really needed and working wholeheartedly, like a nurse who work cheerfully, so that it will comfort the patient and, 4) Choose your attitude which is a better way to complete a job, or a problem. Like when stuck in a traffic jam, it's better to listen to music than to shout or press the horn repeatedly.

Motivation
According to Mathis and Jackson (2006) motivation is the desire from someone who causes someone to do something or act. Matteson (2005) revealed that motivation is one's willingness to perform in relation to an individual wanting, or willingness to try to achieve maximum performance in doing his work.
There are many motivational theories and research findings that seek to provide an explanation of the behavioral-outcome relationship. Attitude theory can be classified into a content approach or process approach from motivation. The content approach focuses on identifying factors in a person who encourage, direct, maintain and stop behavior. The process approach focuses on how individual behavior is encouraged, directed, maintained and stopped.
An important content approach to motivation is Maslow's hierarchy of needs, based on the core theory of Maslow's needs is to place the lowest physiological needs and the highest selfactualization needs. The sequence of Maslow's hierarchy of needs is as follow 1) Physiological.
The need for food, drink, shelter and free from pain, 2) Security and safety. The need to be free from threats, interpreted as safe from events, or environment that threatens, 3) Togetherness, social and love. The need for friendship, affiliation, interaction and love. 4) Self-esteem. The need for self-esteem and respect from others and, 5) Self Actualization. The need to fulfill one's own needs to the maximum uses abilities, skills and potential.
McClelland theory of need focuses on three (3) things, namely: 1) Need for achievement, the desire to achieve success. He is struggling to fulfill ambitions personally rather than achieving success in the form of corporate or organizational rewards, 2) Need for power. Some people may always be influential, respected and happy to control other human beings. Such people are actually happy with the tasks assigned to them, or status tends to be more concerned with pride, prestige and gain influence on other humans and 3) Need for affiliation. People who have this need are motivated to be friendly, bear and cooperate rather than as a venue for competition within an organization.
Based on the theories having been put forward, then a framework of thought is made as in Figure 1.

Research Hypothesis
Research hypotheses are temporary answers or presumptions that will be tested for correctness. Based on the above research framework, the following hypotheses can be drawn: 1. There is a significant influence of work environment variables, motivation on employee performance.

RESEARCH METHODS
This study used explanatory research methods with survey techniques aiming to test hypotheses between hypothesized variables or explain the effect of clausal relationships between variables through hypothesis testing. According to Sugiyono (2014)

Types and Data Sources
The data type is primary data. Primary data were obtained through direct visits, or surveys conducted at the study site, which were examined with the help of a questionnaire. In addition, the data are taken through the results of discussions and interviews with employees related to the research object. In this case the operational part of PT. Karya Mandiri, amounting to 55 employees. For the performance variable questionnaire filled out by the head of the division, or the supervisor of the employees who work in each section, more authorized to assess employee performance. then the data will be processed using the program statistical product and Service Solutions version 16 (SPSS).

Population and Sampling Techniques
The population is the whole of the research subjects (Arikunto, 2006). The population in this study is the employees of PT. Mandiri Works. In this case the operational part of PT.
Karya Mandiri, amounting to 55 employees. In this study, sampling was not carried out, but used census studies, meaning that the entire population was chosen to be a respondent.

Research Instruments
The research instrument is a measure of the observed phenomenon. The variables in this measurement are measured using a Likert scale. Likert scale is a form of scale indicating the answer from the respondents agree, or disagree with a question about an object. The Likert scale measurement method consists of five answer ranges. Categorization of answers is explained as follows: a) Very poor/ strongly disagree / very dissatisfied / not important (1); b) Poor / Disagree / dissatisfied / slightly Important (2); c) Fair/ neutral / neither / moderately important (3); d) Good / agree / satisfied / important (4); e) Excellent/ strongly agree / very satisfied / very important (5)

Data Collection Techniques
Data collection techniques used in this study were the questionnaire method. To collect the data, the method of distributing questionnaires to be filled by respondents was used.

Data Analysis Techniques
Acording to Sugiyono (2014) This research uses multiple linear regression analysis, with the following formula:

RESULTS AND DISCUSSION
Based on the results of multiple linear regression analysis using the SPSS program, a summary can be arranged as follows: Based on the regression equation above, it can be explained: a) a constant value (α) of 7,580 is, if the independent variables (work environment and motivation) have no influence or have zero value then the magnitude of the performance value is based on a constant that is 7,580, b) Work environment variables has a positive influence with a value of 0.128 on the performance of the employees of PT. Mandiri Works. It means that the high value of the work environment will increase employee performance or there will be an increase of 0.128 on employee performance variables to increase one unit of work environment variables. c) The variable of work motivation get a positive influence with a value of 0.523 to employee performance.
meaning that the higher the score of work motivation will have a good impact on employee performance or if there is an increase in every one unit of work motivation variables increase the

Source: SPSS Analysis Output Data
The value of the variance inflation factor is more than 1.0. It shows that the independent variables in this study are free from the classic assumption of multicollinearity, if the VIF value is less than 10 and the tolerance value is above 0.1 or 10%, it can be concluded that the regression model does not occur multicollinearity (Ghozali, 2005).
A good regression model does not occur heteroscedasticity. To detect the presence or absence of heterocedasticity, a scatterplot graph method can be used which is generated from the SPSS program output. If the picture shows the points spread randomly and spread both above and below the number 0 on the Y axis, then this can be concluded that there is no heteroscedasticity in the regression model (Ghozali, 2005). Test results can be shown in Figure 2 below:  The table above shows that the work environment and motivation variables jointly affect employee performance, (Significantly positive α 0,000%) with a value of F = 17,275 means it has meaning if the F value of the analysis is compared with the F table = 3.16, it will be seen that the F analysis 17,275 is greater than 3.16 in the F table, or it can be stated that the probability value is significant α 0.05. Thus Ho is rejected and Ha is accepted. It shows that the hypothesis is tested and can be accepted at the real level α = 0.05.

CONCLUSION
Based on the analysis and discussion above, it can be concluded: a) this research is an explanatory research explaining the work environment variables and motivation on the performance of employees of PT. Karya Mandiri simultaneously, b) multiple linear regression techniques are able to show significant differences between work environment and work motivation on employee performance at a significance level of α 0.05, c) work motivation is the most dominant variable on employee performance The researcher suggests some efforts to get good performance and can improve human resources at PT. Karya Mandiri,: a) develop incentive policies, training and employee development, b) in order to get optimal performance, need to improve aspects of the work environment in terms of facilities and infrastructure and make improvements in interaction or communication between leaders and subordinates, c) need to maintain and increase employee rewards.