The Influence of Work Climate and Job Satisfaction on Employee Performance at the Population Control and Family Planning Office of Sibolga City

Abstract

This study aims to analyze the effect of work climate and job satisfaction on employee performance at the Population Control and Family Planning Office of Sibolga City. The research employed a quantitative approach using a descriptive correlational method. The study population consisted of 35 employees, all of whom were selected as respondents using a total sampling technique. Data were collected through a Likert-scale questionnaire that had passed validity and reliability testing. Data analysis was conducted using multiple linear regression preceded by classical assumption tests, including normality, heteroscedasticity, and multicollinearity tests. The findings revealed that the work climate had a very weak negative relationship with employee performance, with a regression coefficient of −0.187 and a t-value of −1.104 (p > 0.05), while job satisfaction showed a regression coefficient of 0.259 with a t-value of 1.598 (p > 0.05). Simultaneously, work climate and job satisfaction did not have a significant effect on employee performance, as indicated by an F-value of 1.427 (p > 0.05). The coefficient of determination (R² = 0.080) indicates that both independent variables explain only 8.0% of the variation in employee performance, whereas the remaining 92.0% is influenced by other variables not included in the research model. These findings suggest that improving employee performance in public sector organizations requires not only a conducive work climate and higher job satisfaction but also attention to other determinants such as leadership, work motivation, discipline, organizational culture, competence, and organizational commitment. The findings are expected to provide practical implications for public organizations in developing more effective human resource management strategies to improve public service performance.