THE INFLUENCE OF JOB  CHARACTERISTICS  AND ORGANIZATIONAL CLIMATE TOWARD  JOB SATISFACTION OF EMPLOYEES AT DIREKTORAT PERHUBUNGAN LAUT JAKARTA

Febrian Hidayat Ervandi
Alumnus of Economic Faculty Universitas Negeri Jakarta
Email: momon_7ist@ymail.com

I Ketut R. Sudiarditha
Economic Faculty Universitas Negeri Jakarta
Email: sudiarditha@yahoo.com

Widya Parimita
Economic Faculty Universitas Negeri Jakarta
Email: widya_parimita@unj.ac.id

ABSTRACT

Generally, the purposes of this research are: 1) to describe job characteristics, organization climate, and the job satisfaction, 2) to analyze the influence of job characteristics towards job satisfaction, 3) to analyze the influence of organization climate towards job satisfaction, 4) to analyze the simultaneous influence of job characteristics and organization climate toward job satisfaction. Population of the research is the employees of Direktorat Perhubungan Laut, Jakarta. Samples of the research are 47 permanent employees of Bagian Hukum Kementerian Perhubungan Direktorat Perhubungan Laut. Type of the research is descriptive research and the method is explanatory survey. Descriptive analysis results showed :1) 31% total  of permanent staff was not the realization the suitable of the job characteristics, 2) 41% total of permanent staff was not conducive the realization of organization climate , 3) 39%  permanent employees has a relatively poor job satisfaction . The results of hypothesis testing: 1) there is a significant influence of job characteristics towards job satisfaction (21.4%), 2) there is a significant influence of organization climate towards job satisfaction (19.3%), 3) job characteristics and organizational climate simultaneously having an influence on the job satisfaction (31.1%).

Keywords: job characteristics, organization climate, job satisfaction 

INTRODUCTION 
Managing human resources located in a institutions of course is not easy to do because human resources very difficult to predict. Each individual has its own uniqueness. They have needs, ambitions, the attitude, the will, the responsibility, as well as potential. Therefore, it takes human resource management the right to be a force for agencies to achieve the goal. Government agencies must be able to manage human resources in a professional manner in order to materialize the balance between the needs of the employee with the demands and the capabilities of the company. What's on government agencies such as the Ministry of transportation, which has a very great responsibility in managing transportation sector both land, the sea, and air.
Achievement of the objectives of agencies needs to be supported by employees who have the skills, knowledge, and a good personality and dedication in performing each task is provided. By having the thing in its implementation is the efficient and effective performance. Therefore, an increase in individual performance in an integrated and continuous is a must for any government agencies in reaching quality and competitive achievement. Basically the performance of individual employees is an element of the overall Agency performance Shaper.
Public activities of Kementerian Perhubungan characterized by various characteristics of the job raises its employees diversity, both in terms of age, ethnicity, educational background or expertise, work status, as well as behavior. This course will also cause a range of performance levels of its employees which accumulatively will produce a performance instance itself.
One factor causes a person to have a high performance is job satisfaction. When employees have a high job satisfaction would be possible employees will give rise to a positive attitude and vice versa when employees have a low job satisfaction then there is likely to be negative attitudes arise. Attitudes arising is what will affect the company's goal has been reached or not. The company's goal will be achieved when the more positive attitude of the employees.
If seen so extent of dimensions satisfaction work, allowing the presence of other factors in its formation. These factors are the organizational climate and characteristics of a job. Basically the climate of the Organization will be elicited a fun work atmosphere, challenging, and generating motivation in work. Organizational climate and job characteristics that is conducive will encourage employees to work well and will increase job satisfaction.

RESEARCH OBJECTIVES
1. To describe the job characteristics, organization climate, and job satisfaction. 
2. To know the significance of the influence of  job characteristics on job satisfaction. 
3. To know the significance of organizational climate on job satisfaction. 
4. To know the significance of the influence of characteristics of work and organizational climate on job satisfaction.

THEORIES
Job Characteristics
There are some opinions experts about the definition of the job characteristics. According Hackman and Oldham (Sari, 2012: 25) suggests job characteristics is internal aspects of a work that refers to the content and the conditions of employment . It is also expressed an almost Berry et. al (Agustina, 2007: 26) job characteristics is the attitude of the internal aspects of the work itself is of the variety of skills required, the procedure and the clarity of the assignment, the importance of the duties, authorities and responsibilities as well as feedback from the task. Another theory presented Spector (Sari, 2012: 24) holds job characteristics is a reference from the contents and condition of a job. Meanwhile, according to James a. F Stoner (Mela, 2011: 20) posited job characteristics is the nature of the duties of the employee and includes the amount of responsibility, type of task and the level of satisfaction that people derive from the characteristics of the work of the joint.
In theory advanced by Sims et al. (Purwaningsih, 2008: 20) said dimensions job characteristic not only containing six of the nature of a duty that is called job characteristic ( JCI ), inventory but also adding two of the nature of assignments so that can be inferred dimensions characteristic of occupation is as follows:
1.	
1.	variety of skills
2.	tasks identity
3.	task significance
4.	autonomy
5.	feedback
6.	challenge in the work
7.	Deal with coworkers
8.	chance of friendship

Variation of skills refers to the variation in activity level do a job that demands the use of a number of skills and talent of an individual. Task identity is the level of the completion of required in a job as a single entity. A work must also have a means to impact the lives of others, good co-worker in neither a same company nor anyone else in the same work environment also meaning assignment (task significance).
In practice the employees could be given the responsibility of autonomy which a work can give you freedom and discretion in doing the planning work and determination to do the work procedures. Feedback refers to information that tells workers about how well his Employees also need a challenge in an occupation that is ample opportunity for employees to use all his skills and talents to do a proper job. In doing a job needed a great opportunity for our employees to have a relationship with co-workers. Thus it can happen the opportunity to build a relationship that is both interpersonal and other employees, including the existence of relationships outside of work.

Organizational Climate
According to Litwin and Stringers (Hidayat, 2001: 15) defines organization climate as a set of measurable characteristics of the work environment, which depends on the perception of the man who works in the Organization, either directly or indirectly, and can affect the motivation and the behavior of their. They also reviewed about organizational climate dimensions in a model of measuring instrument called Litwin and Stringer Organization Climate (LSOC). While according to Tagiuri and Litwin (Wirawan, 2007: 121) extended organization climate as environmental quality internal organization that on a relative basis continues to grow, in a natural member of the Organization, influencing their behavior, and can be represented in terms of a set of characteristics or nature of organization.
In the model of a measuring instrument examined by Litwin and Stringer% u2019s (Jaelani, 2011: 37) there are seven dimensions that are contained in the structure, i.e., LSOC responsibility individuals, interactions, rewards and sanctions, conflict, risk, and identity. The following seven dimensions of organizational climate in scale LSOC
Table  1. Litwin and Stringer’ Organizational Climate (LSOC)
Dimension	Definition	
Structure	Include a subject that pertains to the steps and actions of the management, related regulations, bureaucratic system, description of duties, decision-making processes, and control systems of the organization.	
Individual Responsibility	Illustrating the growing sense of responsibility in the Organization so that each Member has a responsibility to his job, his work, and the quality of the output of the organization	
Interaction	Reveal an atmosphere of interaction and support organization deals.	
Reward and Punishment	Shows the system of rewards and sanctions in force within an organization.	
Conflict 	Describing a mood that happens in an organization when problems occur in traveling activity organization, including how to prevent conflict.	
Risk	Demonstrates the readiness and ability of the Organization and all its members to predict and receive all forms of risk that might occur.	
Identity	Indicate the level of comprehension and the cultivation of the purpose and mission of the Organization on every Member of the organization that created attachment and loyalty to the Organization on themselves.	
Source : Litwin dan Stringer (Jaelani, 2011 : 37-38)

Job Satisfaction
According to Robbins (Wibowo, 2009: 323 ) states satisfaction employment is general attitude works against someone who shows the difference between the number of an award earned workers and the amount they believe they should accept . According to Moorse (Mutiara S. Panggabean, 2004: 128 ) states  basically satisfaction work depends on what is desirable someone from his job and what they earn here. While greenberg and baron ( in wibowo 2009: 323 ) described  satisfaction work as a gesture positive or negative done individual against their work.
According to robbins ( 2008: 110-111 ) there are five of factors causing job satisfaction namely:
a.	Work itself
b.	payment
c.	Promotion
d.	supervision
e.	coworkers

To be able to provide job satisfaction on the employee required a staffing system that is good which can accommodate the needs of employees. Employees tend to prefer jobs that give the opportunity to use their abilities, skills, and freedom, and feedback from their work. Interesting jobs that provide training, variation, and can satisfy the employee’s control. Characteristics-the characteristics of the work such as this make the job more challenging. A less challenging work can lead to boredom, but too challenging work can lead to frustrating. Most individuals prefer work that is challenging and uplifting than the work routine.
Moreover, in applying the system of compensation of employees want compensation as wages, salaries, incentive compensation and not directly perceived fair and in line with his expectations. When it is reasonably fair and appropriate compensation will most likely cause job satisfaction of employees.
Another thing to note is the promotion or tenure increases that occur when an employee moves from a position of employment to a position more higher and with greater responsibility. The promotion requires employees to increase the skills, ability and responsibility. In addition, the required presence of supervisory action that may affect employees in doing his job. Employees prefer oversight is fair, open, and willing to cooperate. Another thing to note is that good social interaction. Therefore has a friendly co-workers and support will cause job satisfaction of employees.

THEORITICAL THINKING
Job satisfaction is one of the factors causing the person has a high performance. Any persons or employees who work in an organization or a company expect satisfaction from her work. Each individual will have different levels of satisfaction in accordance with the values that prevail in every individual, because each individual has the necessities of life, a way of thinking, wishes, feelings and diverse backgrounds. The more aspects in the work in accordance with the wishes of individuals, then the higher the perceived satisfaction levels.
Employees prefer jobs that give them opportunities to use their skills and abilities and offer a variety of tasks, freedom, and feedback about how well they do this. These characteristics make the work being challenged mentally as well as provides opportunities to improve themselves or sharpen capabilities so as to provide satisfaction for our employees.
In some theories and research results have been presented earlier indicate that to be able to increase job satisfaction and company or organization need to adjust the fifth dimension characteristic of the work of each employee.
Meanwhile, there are several theories of experts which suggested that the Organization's climate can affect motivation, achievement, and job satisfaction. Organizational climate influence job satisfaction by establishing expectations of employees about the consequences that would arise from the variety of actions they perform. The climate of the organization which are not in accordance with the expectations of employees likely will lower the level of job satisfaction of employees.
In the results of a previous study done that shows that the climate of the Organization in a positive and significant effect on job satisfaction. Based on theory and previous research results the company or organization needs to create a climate conducive to organizations improve employee job satisfaction.
In this study, researchers suspect a influence job characteristics (X 1) and organizational climate (X 2) of job satisfaction (Y) seen from theories and previous research as a reference in this study.

Karakteristik Pekerjaan  (X1)

	H1

Kepuasan Kerja (Y)

						H3

Iklim Organisasi (X2)

						H2
Picture 1 Theoritical Thinking
Source: Data created by research (2013)

The hypothesis in research is
H1	: Job Characteristics (X 1) effect significantly to Job Satisfaction (Y).
H2	: Organizational Climate (X 2) effect significantly to Job Satisfaction (Y).
H3	: Job Characteristics (X 1) and Organizational Climate (X 2) effect significantly to Job Satisfaction (Y).

RESEARCH METHODS
The study used a descriptive method. Travers (Umar, 2007: 22) says descriptive method aims to describe the properties of something that is ongoing at the time of research was done and check for the cause of a particular symptom. Therefore, this research also categorized as explanatory research that attempt to analyze and explain each of the variables and also describe whether there is a relationship or influence between these variables. 

POPULATION AND SAMPLE
The population in this research is the legal division of the employees at Bagian Hukum Kementerian Perhubungan Direktorat Perhubungan Laut. Total number of employees in this division in addition to the head of the Department and head of sub-division was by 47 people. In the Law there are three (3) sub division which consists of sub sections of legislation, legal aid and the sub section of public relations and cooperation abroad. 
Given the number of populations not too much, then the sampling method used is the sample of the total. All samples were taken as respondents who use the whole population of the legal Directorate of the Ministry of transportation Sea Transport other than the head of the Department and head of sub-division as research samples of 47 people.

RESULT AND CONCLUSION
Validity Test
To test the accuracy of every item in this research instrument, the researchers also tested the validity of the questionnaire. The questionnaires tested in advance to 30 samples first, outside of the main sample. Tests conducted on the Bagian Hukum Kementerian Perhubungan Direktorat Perhubungan Darat.

Table 2. Results of Validity Test 
Variable	Number of items before tested	Invalid items	Number of invalid items	Number of valid items	
Job characteristics	15	5	1	14	
Organizational climate	22	17, 33, 34, 37	4	18	
Job satisfaction	17	-	-	17	
Source: Data created by research
Test the validity of the results that have been made against the variable job characteristics, organizational climate and job satisfaction showed that 49 item statement was declared invalid because r test > r table, r (n = 30) 0.361 and items were correlated significantly. In item 5, 17, 33, 34 and 37 of which r test<r tables so that needs to be removed or repaired (Drop). For points issued (Drop) will not be used again.

Reliability Test
Table 3. Result of Reliability Test
Variable	Cronbach's Alpha	Minimum	Information	
Job characteristics	0.881	0.6	Reliable	
Organizational climate	0.906	0.6	Reliable	
Job satisfaction	0.889	0.6	Reliable	
Source: Data created by research

Reliability test results showed that the score cronbach's alpha for the variable job characteristic (0.881), organizational climate (0.906) and job satisfaction (0889 model 8380). The instrument of a third variable that is declared to have reliability because the value of cronbach's alpha is greater than 0.6.

Normality Test
Table 4. Normality test
Tests of Normality	
	Kolmogorov-Smirnova	Shapiro-Wilk	
	Statistic	Df	Sig.	Statistic	df	Sig.	
Kepuasan Kerja	.119	47	.095	.971	47	.289	
Karakteristik Pekerjaan	.115	47	.145	.971	47	.289	
Iklim Organisasi	.119	47	.094	.952	47	.053	
a. Lilliefors Significance Correction
Source: Data created by research (2013)	

Normality test results show that the value of the significance to variable job satisfaction 0,095; variables job characteristics 0,145 and variable organizational climate 0.094. It can be concluded that the data for the third variable is normally distributed because their significance is greater than 0.05.

Linearity Test
Table 5. Linearity test between X1 toward Y
ANOVA Table	
	Sum of Squares	df	Mean Square	F	Sig.	
Job satisfaction * job characteristics	Between Groups	(Combined)	674.005	25	26.960	1.234	.315	
		Linearity	242.315	1	242.315	11.087	.003	
		Deviation from Linearity	431.690	24	17.987	.823	.679	
	Within Groups	458.974	21	21.856			
	Total	1132.979	46				
Source: Data created by research (2013)
Linearity test results between job characteristics (X 1) and job satisfaction (Y) are known to value the significance of the linearity of 0.003. It can be concluded that between the variable characteristics of work and job satisfaction have a linear relationship, this is because the significance of 0.003 value smaller than 0.05.
Table 6. Linearity test between X2 toward Y
ANOVA Table	
	Sum of Squares	df	Mean Square	F	Sig.	
Job satisfaction * organizational climate

	Between Groups	(Combined)	537.729	20	26.886	1.174	.345	
		Linearity	219.009	1	219.009	9.566	.005	
		Deviation from Linearity	318.719	19	16.775	.733	.755	
	Within Groups	595.250	26	22.894			
	Total	1132.979	46				
Source: Data created by research (2013)

As for the results of the test of linearity between the organizational climate (X 2) and job satisfaction (Y) indicates the value significance of linearity of 0.005. The significance of value less than 0.05 that illustrates that there is a linear relationship between the variables of organizational climate with the job satisfaction variables.

Multicilnearity Test
Table 7. Multicilnearity Test
Coefficientsa	
Model	Unstandardized Coefficients	Standardized Coefficients	t	Sig.	Collinearity Statistics	
	B	Std. Error	Beta			Tolerance	VIF	
1	(Constant)	33.309	7.231		4.607	.000			
	Job Characteristics	.232	.084	.361	2.744	.009	.904	1.106	
	Organizational climate 	.258	.104	.328	2.493	.017	.904	1.106	
a. Dependent Variable: job satisfaction	
Source: Data created by research (2013)

Based on the results of multicollinearity, known to the Variance Inflation Factor (VIF) for the two variables respectively amounted to 1,156. Then it can be inferred that the absence of multicollinearity in regression models are used, this is because the value of the VIF of 1,128 < 5.

HETEROCEDASTISITY TEST
Table 8. Heterocedastisity Test
Correlations	
	Job Characteristics	Organizational Climate	Unstandardized Residual	
Spearman's rho	Job Characteristics	Correlation Coefficient	1.000	.401**	-.023	
		Sig. (2-tailed)	.	.005	.879	
		N	47	47	47	
	Organizational Climate	Correlation Coefficient	.401**	1.000	.088	
		Sig. (2-tailed)	.005	.	.557	
		N	47	47	47	
	Unstandardized Residual	Correlation Coefficient	-.023	.088	1.000	
		Sig. (2-tailed)	.879	.557	.	
		N	47	47	47	
**. Correlation is significant at the 0.01 level (2-tailed).	
Source: Data created by research (2013)
The results of the test heteroscedasticity known a correlation between job characteristic by unstandardized residual produce the value of signification 0.879 and correlations between organizational climate with unstandardized produce 0.557 residual value. So, on the model of the regression can be concluded that there was no problem heteroscedasticity, this is because the value of signification correlation larger than 0.05.
HYPOTHESIS TESTING
Hypothesis 1 (H1): Job Characteristics On Job Satisfaction
Table 9. Result for Simple Linear Regression of H1
Coefficientsa	
Model	Unstandardized Coefficients	Standardized Coefficients	T	Sig.	
	B	Std. Error	Beta			
1	(Constant)	47.270	4.831		9.785	.000	
	Job Characteristics	.297	.085	.462	3.499	.001	
a. Dependent Variable: job satisfaction	
Source: Data created by researcher (2013)

Based on Table 9, obtained t test to a variable job characteristic of 3,499. The value t test compared with the table, looking at a α = 0.05/2 = 0.025 and degrees of freedom (df) n-k or 47-2 = 45. Based on these calculations, the obtained t table of 2,616, thus t test > t table. The significance of the t test variable job characteristics of 0.001, thus smaller than 0.05. The conclusion that can be drawn, Ho denied and Ha received which means the job characteristics has an impact on job satisfaction. In addition, table 2 shows the equation of simple linear regression for this first hypothesis was  Y = 42,270 + 0,297 X1.

Table 10. The Result Analysis Determination To H1
Model Summaryb	
Model	R	R Square	Adjusted R Square	Std. Error of the Estimate	
1	.462a	.214	.196	4.449	
a. Predictors: (Constant), job characteristics
b. Dependent Variable: job satisfaction	

Source: Data created by researcher (2013)
Based on Table 10 above, the value of the coefficient of determination (R2) is 0.214. This means the influence of the job characteristics to job satisfaction is at 21.4%. Meanwhile, the value of the adjusted R2 of 0.196.

Hypothesis 2 (H2): Organizational Climate On job Satisfaction
Table 11. Result for Simple Linear Regression of H2
Coefficientsa	
Model	Unstandardized Coefficients	Standardized Coefficients	T	Sig.	
	B	Std. Error	Beta			
1	(Constant)	40.380	7.229		5.586	.000	
	Organizational Climate	.346	.105	.440	3.284	.002	
a. Dependent Variable: job satisfaction	
Source: Data created by researcher (2013)

Based on table 11, obtained t test to a variable organizational climate of 3,284. The value t test compared with the table, looking at a α = 0.05/2 = 0.025 and degrees of freedom (df) n-k or 47-2 = 45. Based on these calculations, the obtained t table of 2,014 , thus t test > t table. The significance of the t test variable organizational climate of 0.002, thus smaller than 0.05. The conclusion that can be drawn, Ho denied and Ha received which means the organizational climate has an impact on job satisfaction. In addition, table 4 shows the equation of simple linear regression for this first hypothesis was  Y =40,380 + 0,346 X2.

Table 12. The Result Analysis Determination To H1
Model Summaryb	
Model	R	R Square	Adjusted R Square	Std. Error of the Estimate	
1	.440a	.193	.175	4.507	
a. Predictors: (Constant), organizational climate
b. Dependent Variable: job satisfaction
Source: Data created by researcher (2013)	

Based on table 12 above, the value of the coefficient of determination (R2) is 0.193. This means the influence of the organizational climate to job satisfaction is at 19.3%. Meanwhile, the value of the adjusted R2 of 0.175.

Hypothesis 3 (H3): Characteristics of work and Organizational Climate Of job satisfaction

Table 13. The results of the F test
ANOVAb	
Model	Sum of Squares	Df	Mean Square	F	Sig.	
1	Regression	352.535	2	176.268	9.938	.000a	
	Residual	780.444	44	17.737			
	Total	1132.979	46				
a. Predictors: (Constant),   organizational climate, job characteristics
b. Dependent Variable:  job satisfaction	

	

Source: Data created by researcher (2013)

Based on table 13, F values obtained to calculate a 9.938. The value of F is then compared with the value of the count F tables, search with confidence 95%, a = 5%, with df 1 (number of variables-1) or 3-1 = 2, and df 2 (n-k-1) 47-2-1 = 44. Based on these calculations, the obtained F table of 3209 thus F count > F table. The significance of the test F of 0,005, thus smaller than 0.05. The conclusion that can be drawn, Ho denied and Ha received a mean job characteristics and the organizational climate collectively have an impact on job satisfaction.

Table 14. The Results for Equations Multiple Linear Regression
Coefficientsa	
Model	Unstandardized Coefficients	Standardized Coefficients	t	Sig.	
	B	Std. Error	Beta			
1	(Constant)	33.309	7.231		4.607	.000	
	Job Characteristics	.232	.084	.361	2.744	.009	
	Organizational climate	.258	.104	.328	2.493	.017	
a. Dependent Variable: job satisfaction	
Source: Data created by researcher (2013)

	Based on Table 14, a equation of multiple linear regression for the third hypothesis is:
Y = 33.309 + 0.232X1 + 0,258X2

Table 15. The Result Analysis Determination To H3
Model Summaryb	
Model	R	R Square	Adjusted R Square	Std. Error of the Estimate	
1	.558a	.311	.280	4.212	
a. Predictors: (Constant), organizational climate, job characteristics
b. Dependent Variable: job satisfaction	
Source: Data created by researcher (2013)

The value of R2 of 0.311, meaning the percentage of influence variable job characteristics and organizational climate toward job satisfaction of 31.1%, while the rest of 68.9% is affected by other variables that are not included in this model. Meanwhile, the value of the adjusted R2 equal to 0.280.

CONCLUSION
Based on the research that has been done and have outlined before, then researchers may draw some conclusions as follows:
1.	Employees at Bagian Hukum Kementerian Perhubungan Direktorat Perhubungan Laut are largely not yet get the job satisfaction in accordance with expectations. 
2.	Based on the results of research that has been done to prove there were significant effects of job characteristics at 21.4% between the job satisfaction of employees at Bagian Hukum Kementerian Perhubungan Direktorat Perhubungan Laut
3.	Proven empirically organizational climate has significant effects of 19.3% to job satisfaction of employee at Bagian Hukum Kementerian Perhubungan Direktorat Perhubungan Laut
4.	Empirically prove the job characteristics and organizational climate has a significant influence of 31.1% to job satisfaction of employee's at Bagian Hukum Kementerian Perhubungan Direktorat Perhubungan Laut

SUGGESTIONS 
1.	Pay attention to employees  job satisfaction by examining some of the dimensions of job satisfaction, such as the work itself, compensation, and work colleagues. This is done in order to further improve the employee's performance.
2.	Should agencies evaluate the job design associated with the concepts of job enrichment so as to increase the opportunities of employees to satisfy their work related to their needs.
3.	To improve the job satisfaction of the employees, the management and employees of agencies together should also maintain harmonization and stabilization of climate in the Office, especially in an attempt to establish a comfortable working conditions and effective.

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