The findings are particularly relevant as governments and businesses face increasing pressure to improve service quality, organizational efficiency, and workforce competitiveness. As workplaces become more dynamic and technology-driven, organizations are seeking evidence-based strategies to strengthen employee performance beyond technical skills alone.
Human resources remain one of the most valuable assets in both public institutions and private companies. Employees with strong commitment, effective communication skills, and supportive working conditions are more likely to deliver high-quality services, collaborate successfully, and adapt to organizational change.
The study also reflects current labor conditions in Indonesia. According to data cited by the researchers, the Open Unemployment Rate in the Special Region of Yogyakarta declined from 3.46% in August 2025 to 3.05% in May 2026. However, Yogyakarta City still recorded an unemployment rate of 5.72%, highlighting the continued importance of improving public-sector productivity and human resource quality.
Disnakertrans DIY plays a strategic role in workforce development, employment services, vocational training, and transmigration programs. Because these services directly affect the public, employee performance is essential for delivering efficient and responsive government services.
To better understand what drives employee performance, Sintia Artha and Dorothea Wahyu Ariani surveyed all 82 employees working at Disnakertrans DIY. Rather than selecting only part of the workforce, the researchers included the entire employee population, providing a comprehensive picture of organizational conditions.
The research adopted a quantitative survey design. Employees completed structured questionnaires using a Likert scale, while the responses were analyzed with the statistical software SPSS. The researchers first verified that the survey instrument was valid and reliable before applying multiple linear regression analysis to examine how work attitude, workplace communication, and work environment influenced employee performance.
The demographic profile revealed an experienced workforce. More than 63 percent of respondents had worked at the institution for over ten years, while 79.3 percent held bachelor's, master's, or doctoral degrees. The largest age group was between 31 and 40 years old, representing 41.5 percent of respondents.
Three Workplace Factors Significantly Improve Performance
The statistical analysis produced a clear conclusion: each of the three workplace factors significantly improves employee performance.
The strongest influence came from work attitude. Employees who demonstrated responsibility, discipline, organizational commitment, and active involvement in their jobs consistently reported better performance. Statistical testing showed work attitude had the highest contribution among all variables, with a significance value of 0.000.
According to Sintia Artha and Dorothea Wahyu Ariani of Universitas Mercu Buana Yogyakarta, employees who actively engage in their work are more motivated, focused, and committed to achieving organizational goals. Their analysis suggests that positive work attitudes encourage stronger collaboration and greater responsibility, ultimately improving overall performance.
The second major factor was workplace communication. Effective communication between supervisors and employees improved coordination, reduced misunderstandings, accelerated task completion, and strengthened teamwork. Employees who clearly understood instructions and received timely feedback performed more efficiently than those working in less communicative environments. Statistical analysis confirmed that workplace communication significantly affected employee performance with a significance level of 0.027.
The third significant factor was the work environment. Both physical and social workplace conditions contributed to higher productivity. Comfortable office facilities, clean workspaces, adequate lighting, good air circulation, and harmonious relationships among colleagues helped employees remain focused and productive. The work environment also showed a statistically significant influence on employee performance, with a significance value of 0.013.
Among workplace indicators, employees gave the highest ratings to good air circulation, suggesting that even basic physical conditions can have measurable effects on concentration and work quality.
Overall, the three variables explained approximately 35.6 percent of employee performance, while the remaining 64.4 percent was influenced by other factors not examined in the study, including leadership style, employee motivation, organizational culture, competency development, and reward systems.
Practical Implications for Organizations
The findings offer practical guidance for government agencies, private companies, educational institutions, and policymakers seeking to improve organizational performance.
Rather than relying solely on performance targets, organizations should invest in building positive workplace cultures. Encouraging responsibility, strengthening internal communication, and providing comfortable working environments can produce measurable improvements in employee productivity.
The researchers recommend several practical actions:
- Strengthen employee coaching and mentoring programs.
- Improve communication through regular coordination meetings and constructive feedback.
- Maintain clean, safe, and comfortable workplaces.
- Recognize and reward outstanding employee performance.
- Provide continuous training to improve employee competencies.
These initiatives can enhance motivation, increase organizational commitment, and improve public service quality over the long term.
Beyond Indonesia, the study contributes to a growing body of international evidence showing that employee performance depends not only on technical expertise but also on organizational culture and workplace conditions. For managers and policymakers, investing in people remains one of the most effective strategies for improving institutional performance.
Author Profile
Sintia Artha is a researcher from the Management Study Program, Universitas Mercu Buana Yogyakarta, specializing in human resource management, organizational behavior, and employee performance.
Dorothea Wahyu Ariani is a researcher at Universitas Mercu Buana Yogyakarta. Her research focuses on human resource management, organizational behavior, leadership, organizational culture, employee engagement, and workforce performance in both public and private organizations.
Source
Article Title: The Effect of Work Attitude, Workplace Communication, and Work Environment on Employee Performance: Evidence from the Department of Manpower and Transmigration of the Special Region of Yogyakarta
Journal: International Journal of Sustainable Applied Sciences (IJSAS)
Publication Year: 2026
Volume & Issue: Vol. 4, No. 6, pp. 475–492
DOI: https://doi.org/10.59890/ijsas.v4i6.4
URL: http://ijsasjournal.my.id/index.php/ijsas
0 Komentar