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EXAMINING THE IMPACT OF OCCUPATIONAL HEALTH AND
SAFETY (OHS) AND WORK ENVIRONMENT ON EMPLOYEE
PERFORMANCE: THE MEDIATING ROLE OF JOB SATISFACTION
Farah Annisa Firdausi, Setiani*
Department Management, Faculty of Economics, UIN Maulana Malik Ibrahim Malang, Indonesia
Abstract
Purpose of the study: To test and analyze the influence of Occupational Health and Safety (OHS) on
the performance of employees, influence environment Work to performance employee, role satisfaction
Work in the mediate influence of OHS on performance employees, as well role satisfaction Work in
mediate influence environment Work to performance employee. Study This was conducted at PTPN XII
Kebun Kalisanen Jember. Data collection techniques used that is questionnaires. Research sample This
was taken with purposive sampling of 100 employees production or PTPN XII Plantation manufacturing
Kalisanen Jember. Study This uses a quantitative method with an approach to explanatory research.
Processing data and research helped with SmartPLS 4.0 software. Results show that OHS affects the
performance of employees, environment Work is influential on the performance of employees,
satisfaction Mediates the impact of OHS against the performance of employees, and satisfaction
Mediates the influence of environment Work on the performance of employees.

Examining The
Impact of
Occupational
Health and
Safety (OHS)
and Work
Environment on
Employee
Performance:
The Mediating
Role of Job
Satisfaction
Received
June 22nd 2023
Review
June 28th 2023
Publish
June 30th 2023

Keywords: Occupational Health and Safety (OHS), Environment Work, Satisfaction Work, Employee
Performance.

* Corresponding author. Email addresses: setiani@uin-malang.ac.id

AFEBI Management
and Business
Review
(AMBR)
P-ISSN2548- 530X
E-ISSN2548-5318

23

AMBR

INTRODUCTION
To operate, A company naturally must own Qualified Human Resources (HR). Reach purpose.
Human Resources (HR) are creative people who play a role as a mover in something organization,
whether it is in the institution, government, or the sector other. They have an important and considered
role as asset precious, so they need trained and improved abilities (Gulick, 2019). Every company must
own the ability To optimally manage Human Resources (HR) to balance the needs of employees and
the company of interest. One tool measuring To determine a company's good performance can be seen
from the achieved or nope target set (Cahyono & Mardikaningsih, 2021). The company is expected to
be capable of providing What only can increase the performance of its employees. Not only will
employee performance increase, but the passion and satisfaction of Work employees too soar If the
company can treat its employees with ok. Many personalities, results work, and predictable performance
employees originate from satisfaction or dissatisfaction Work (Ekowati & Amin, 2019). According to
Safitri & Rizal (2020), satisfaction Work is the opinion of an employee related to their job, as well as
work that gives satisfaction or not.
So when an employee does his job well, the company will value the results from the performance
employee. So, employees will feel happy and satisfied with work, and auto will be more productive
again. Performance is defined as the results from the method of work certain time, which is prepared at
the time and place related to employees and companies (Hutagalung & Ikatrinasari, 2018). From its
importance performance employee for the organization, other influencing aspects Not yet optimal
performance employee burden Work (Sasanti & Irbayuni, 2022). Factor aside burden work, the company
must implement an Occupational Health and Safety (OHS) to reach optimal performance because OHS
can influence performance (Sasanti & Irbayuni, 2022). If the company ensures OHS for employees, they
will always be full of work because they feel calm, safe, and comfortable. According to Maryam et al.
(2022) condition, physical somebody will influence created performance.
The risk from safety and health employee environment driven work, because from environment
n employee Can get several type problems like fire, broken bones, sprains, as well lost senses vision and
hearing. Setiawan et al. (2019) state that several factors must be noticed to create an optimal work
environment. It covers condition building with adequate working space wide working, ventilation,
enough air, availability of places of worship, and facility transportation convenient and easy general
access for employees. So when something company has OHS and environmental programs good job,
then automatically satisfaction will arise in self employees accompanied by enhanced performance.
This research was conducted at PTPN XII Kebun Kalisanen Jember by production or
manufacturing department employees. PT Perkebunan Nusantara XII is a State-Owned Enterprise
(BUMN) engaged in plantations, processing and distribution of plantation products. PTPN XII has 34
plantation units spread across Indonesia, one of which is PTPN XII Kebun Kalisanen Jember. Products
produced by PTPN XII Kebun Kalisanen Jember are processed rubber and wood. Various types of wood
are planted and marketed, such as Saigon, mahogany, teak, mindi, and rubber. As for processed rubber
itself, it is divided into several groups, adjusted to the quality and quality of the rubber.
PTPN XII Kebun Kalisanen Jember is one of the companies that can prevent work accidents
and guarantee that its workforce always gets protection and safety. With evidence of PTPN XII
Kalisanen Jember's 2021 Occupational Health and Safety (OHS) program and objectives, the Kalisanen
Estate has just experienced work accidents in 2018. In addition, PTPN XII Kalisanen Jember Garden
has been named the most productive plantation within PTPN XII in the Jember region because it
registered its workers for Employment Social Security protection in 2020 by the Jember Branch
Employment BPJS. Proves that PTPN XII Kebun Kalisanen Jember is very concerned about the health
and safety of its employees so that it can achieve zero accidents.

24

In addition to being crowned as the most productive plantation in the Jember region, PTPN XII
Kebun Kalisanen Jember has implemented the OHS program and goals well. An example of the OHS
program is conducting counselling and training with the Department of Manpower (DISNAKER)
regarding risks fire occurs. The solution applied by PTPN XII Kebun Kalisanen Jember to this problem
is to make OHS signs or posters regarding flowcharts for handling work accidents and emergencies, as
well as no-smoking posters in the factory area. Kebun Kalisanen also provides a fire extinguisher as
tube with a high-pressure fire extinguisher. In addition, PTPN XII Kebun Kalisanen Jember also
provides a specially designed long hose to help extinguish the fire. These things prove that PTPN XII
Kebun Kalisanen Jember boosts its employees always to remember the importance of health and safety.
Several studies conducted by Watoni (2019), Harini & Setiawan (2019) and Cahyono &
Mardikaningsih (2021) say that OHS has a significant effect on employee performance. The study by
Sasanti & Irbayuni (2022) stated that good OHS could improve employee performance. On the other
hand, Sudaryana & Adyani (2022) and Aldrianto et al. (2022) say that some OHS does not affect
employee performance. Regarding the relationship between work environment and employee
performance, several studies have concluded that the work environment positively and significantly
impacts employee performance. Such as studies conducted by Lestari & Chaniago (2017), Ahmad et al.
(2019), Adha et al. (2019), Arifin & Feri (2020) which stated that the work environment has a positive
and significant impact on employee performance.
However, some studies say that the work environment has no significant effect on employee
performance (Nabawi, 2019) and (Siahaan & Bahri, 2019). From the explanation above, it can be
deduced that the OHS variable and the work environment variable cannot directly affect employee
performance due to the lack of reinforcement for certain variables to increase employee performance.
Therefore, it is necessary to have an intermediary variable as a consolidation of the research results. In
addition to influencing employee performance, job satisfaction can mediate the relationship between
OHS and the work environment on employee performance.
Research studies from hutagaol & Arwiyah (2020) and Rohmah & Widiartanto (2020) say that
job satisfaction can provide participation and a positive impact on the influence of OHS on employee
performance. Meanwhile, a study conducted by Setyawati & Soedarmadi (2021) said that OHS has an
indirect effect through significant positive job satisfaction on employee performance. The results of the
research studies by Solihatun et al. (2021), Meliza et al. (2019) and Kusumastuti et al. (2019) say that
the work environment has a positive and significant effect on performance mediated by job satisfaction.
Meanwhile, other studies suggest that job satisfaction does not mediate the effect of the work
environment on employee performance (Siagian & Khair, 2018).

Examining The
Impact of
Occupational
Health and
Safety (OHS)
and Work
Environment on
Employee
Performance:
The Mediating
Role of Job
Satisfaction

LITTERATURE REVIEW
Occupational Health and Safety (OHS)
"Health" and " safety " are the origin of Health and Safety Work. Occupational health is a
physical condition somebody Good seen in a manner physically, mentally, spiritually and socially
possible For life inventive in a manner social and economic (Mangkunegara, 2019) (Rohmah et al.,
2020). Whereas according to Sinambela (2016: 362), safety Work is a possible situation to ensure the
deterrence of every inconvenience in doing something work so that employees can do not quite enough
he replied in a manner safe and comfortable (Hutagaol et al., 2020).
Indicator OHS adapted from Wibowo's research (2016) in Damayanti et al. (2018), namely (a)
Environment place Work, place employee do activity work; (b) Machinery and equipment is an integral
part of operational activity use in the production process, which includes use machines, tools sharp, tools
weight and equipment light other; and (c) Guarantee safety involve use equipment such as helmets,
boots, holsters gloves, masks, and the like For prevent happening accident Work for employees.
Environment Work
There are two definitions of environmental work described by experts. According to
Sedarmayanti ( 2001:21) in Ahmad (2019), the first stated that environment Work is tools and materials
commonly found, the environment around the place somebody work, the way works, and settings Work
Well as an individual or group. In contrast, Nitisemito (2008) define environmental work as just what is

25

AMBR

around workers who can influence them in the application of delegated task and is one influencing
elements performance of an employee (Adha et al., 2019).
According to Sedarmayanti (2009:28) in Nurwibowo (2016), indicators of environment Work
include: (a) lighting/light at work, Lighting or illumination has major benefits for employees in terms of
work safety and productivity; (b) air circulation at work, Ambient air is considered polluted when
oxygen levels in it decrease, and it has been mixed with gases or odours harmful to the body's health;
(c) noise at work, Sound is considered undesirable because, in the long run, long term, it can disturb the
peace at work, disturb hearing, and disrupt communication; (d) odour at work, because it can interfere
with work concentration, and continuous odours can affect the olfactory sensibility; (e) safety at work,
safety factors must be implemented. One solution to maintain security in the work environment can use
the security team.
Job satisfaction
Hasibuan (2017) explains job satisfaction as a joyful sentimental attitude that loves the work
being done. The actions reflected can be in the form of morale, discipline and work performance
(Hutagaol et al., 2020). On the other hand, Locke (1969) in Solihatun et al. (2021) states that job
satisfaction is a matter of joyful or positive emotions that can arise from the results of job evaluations
or work experience (Solihatun et al., 2021). Employee job satisfaction is an important issue related to
employee productivity and dissatisfaction, often associated with high complaints about Work (Sutrisno,
2011) (Setyawati et al., 2021).
There are six indicators of satisfaction work stated by Widodo (2015) in Harahap and Tirtayasa
(2020): (a) Salary, which is the amount of pay received following the position and duties assigned and
is perceived as fair to each worker; (b) Work, namely the content of the work carried out by the
workforce labour if it has satisfying elements; (c) Coworkers, i.e. whom workers associate with in
carrying out work because someone can get to know whether these coworkers are good or not; (d)
Superiors, that is, someone always gives orders or instructions in carrying out work. The boss's work
can be unpleasant or pleasant, affecting job satisfaction; (e) Promotion, which is the possibility of labour
to develop through promotion. Workers can achieve great possibilities to get a promotion or not; and (f)
Work environment, i.e. what is around the worker that can affect the tasks or responsibilities entrusted.
Employee Performance
Performance is the results of work done power work, accordingly to functions and duties in a
period particular, which is associated with a mark or standard certain by the organization place power
Work the Work (Umam, 2018) (Siahaan et al., 2019). Another opinion from Afandi (2018 ) defines
performance as the results of the achievements individual or group in his job based on duties and
responsibilities. To realize objective organization, follow all applicable rules, ethics and morals (Sasanti
et al., 2022).
According to Bernardin & Russel (2010) in Harahap and Tirtayasa (2020), there are
Miscellaneous indicators of performance employees, including (a) Quality, the extent to which the
results of activities performed are nearly perfect in the sense that it conforms to some ideal way of
carrying out activities, as well as achieving the expected goals; (b) Quantity, the quantity that employees
produce and spend, such as the number of elements and several activity cycles; (c) Timeliness, the
degree to which activities are completed at the expected time, viewed from the angle of optimization of
the time allotted and coordination with output results; (d) Effectiveness, the arrangement in which the
use of human resources is maximized to increase the utility or loss of each unit in the use of resources;
and (e) Organizational Commitment, the extent to which employees have work commitment and
employee's responsibility to the organization.
Hypothesis
H1: Occupational Health and Safety (OHS) affects the performance of employees.
H2: Environment Work influential to performance employee.
H3: Satisfaction Work mediate impact on OHS against performance employee.
H4: Satisfaction Work mediate influence environment Work to performance employee.

26

METHOD
Object study located at PT Perkebunan Nusantara XII Kebun Related Kalisanen Jember with
impact on OHS and Environment Work On Employee Performance With Satisfaction Work As Variable
Mediation. Variable independent in study This is OHS (X1) and the environment work (X2), variable
dependent performance employee (Y) and variables mediation that is satisfaction work (Z). The sample
study is 100 employees production or PTPN XII Plantation manufacturing Kalisanen Jember. Study
This uses type purposive sampling technique to t a k e the sample. A process is taking data in a study
with a spread measured questionnaire with a scale Likert. Study This uses a method quantitative with
an approach to explanatory research. For processing data and research, This helped with SmartPLS 4.0
software. There are validity and reliability tests and outer and inner models.

Occupational
Health and Safety
(X1)

Examining The
Impact of
Occupational
Health and
Safety (OHS)
and Work
Environment on
Employee
Performance:
The Mediating
Role of Job
Satisfaction

H1

H3

Job
Satisfaction
(Z)

Performance
(Y)
Figure 1.
Research Models

Environment
Work (X2)

H4

H2

RESULTS AND DISCUSSION
1. Evaluation of the Measurement Model (Outer Model )
a. Convergent validity
Processing results Convergent Validity with results calculation outer loading on indicators
shaper latent variable shows that coefficient outer loading of each indicator range between 0.729 to
0.899. According to Ghozali & Latan (2015), in testing convergent validity, measurement is done
using mark outer loading or loading factor and observing the connection between item scores and
components calculated scores _ using SmartPLS 0.4. Reflection level indicator considered tall If
mark loading factor exceeds 0.7 in context characteristic research confirmatory, and between 0.6 to
0.7 in characteristic research exploratory, value the Still can accept or declared valid.
b. Discriminant Validity
Test results discriminant validity, value AVE range between 0.618 to 0.696. A variable is
considered valid if root AVE (√ AVE or Square root Average Variance Extracted ) is bigger than the
mark correlation between variables in the research model (Ghozali & Latan, 2015) and AVE is bigger
from 0.50. The Means that every indicator on each variable study is already valid because more AVE
values are big from 0.50.

27

AMBR

c. reliability
Calculation results in composite reliability and Cronbach alpha show that mark composite
reliability ranged between 0.941 - 0.962, and value Cronbach alpha ranged between 0.931 - 0.956.
Neither composite reliability nor Cronbach alpha shows a value above 0.70. Showing that, in a
manner, the whole variable has high reliability.
2. Evaluation of the Structural Model (Inner Model )
a. R-square
Strong weak variable exogenous to based on endogenous variables mark R-square For variable
Employee Performance (Y) has a value of 0.908 or 90.8%, and the rest, i.e. 9.2%, is explained by
other variables not listed in a study. Then variables Satisfaction Work (Z) has a mark R-Square of
0.813 or 81.3%, and the rest, 18.7 %, is influenced by the variable other.
b. Goodness of Fit
Based on the calculation of the results, Goodness of Fit is obtained, and the SMSR
(Standardized et al.) value is the same at 0.09. it means that it has fulfilled model fit criteria with
data.
3. Testing hypothesis

Test results hypothesis with an equation model structural Partial Least Square (PLS) shown in Figure
Table 1.
Direct Relationship 1. Based on the results processing, a table about the connection between variables follow Table 1.
Between Health and
Relations Between Variables
Coefficient
Q
P
Information
Safety Variables
Track
Statistics
values
Work (K3),
0.219
2013
0.044
Significant
Occupational Health and Safety
Environment Work,
Satisfaction Work
(OHS) > Employee Performance
and Employee
0.609
4,714
0.000
Significant
Environment Work > Employee
Performance
Performance
Source: Smart PLS Output, Processed Data Researcher 2023

a. Occupational Health and Safety (X1) significantly affects Employee Performance (Y). Coefficient
track of 0.219. Value t- statistics of 2.013 > 1.96. p-values 0.044 < 0.05.
Environment Work (X2) significantly affects Employee Performance (Y). Based on the mark coefficient
track of 0.609, value t- statistics of 4,714 > 1.96 and value p-values 0.000 < 0.05

Figure 2.
PLS Bootstrapping
Output Results

Source: Smart PLS Output, Processed Data Researcher 2023
28

4. Testing Mediation
For known magnitude coefficient correlation and significance influence, No direct is with see
indirect effects, which are the output of SmartPLS 4.0 as presented in table 2.
Relations Between
Variables
OHS (X1) ->
Satisfaction Work (Z) > Employee
Performance (Y)
Environment Work
(X2) -> Satisfaction
Work (Z) -> Employee
Performance (Y)

Original
sample
(O)
0.184

Sample
average
(M)
0.173

Standard
deviation
(STDEV)
0.080

T statistics
(|O/STDEV|)
2,300

P-values
( Pvalues )
0.021

0.609

0.605

0.129

4,714

0.000

Examining The
Impact of
Occupational
Health and
Safety (OHS)
and Work
Environment on
Employee
Performance:
The Mediating
Role of Job
Satisfaction

Table 2.
Calculation
results of the
Total Indirect
Effect

Source: Smart PLS Output, Processed Data Researcher 2023
Table 2 data on showing that OHS (X1) has an effect significant on Employee Performance (Y)
through Satisfaction Work (Z) as Variable Mediation. Based on the mark coefficient track of 0.184,
value t- statistics of 2,300 > 1.96 and value p-values 0.021 < 0.05. Likewise, variable Environment
Work (X2) has an effect significant on Employee Performance (Y) through Satisfaction Work (Z) as
Variable Mediation. Based on the mark coefficient track of 0.609, value t- statistics of 4,714 > 1.96 and
value p-values 0.000 < 0.05.
Occupational Health and Safety (OHS) Influences on Employee Performance
Based on the results study, Occupational Health and Safety (OHS) is influential and significant
to an employee's performance with mark P values of 0.004 < 0.05. Indicate that PTPN XII Kebun
Kalisanen Jember already implements the K3 program with good and appropriate Standard Operating
Procedure (SOP ), so it can improve employee performance. The whole activity of employee production
or manufacturing relates directly to machines, sharp and heavy tools. With this, PTPN XII Kebun
Kalisanen Jember can make his employees feel safe and comfortable by implementing the OHS
program. Example 3 of the OHS program implemented by PTPN XII Kebun Kaslisanen Jember like,
put up posters and signs OHS ( safety signs) in every corner machine or factory area, providing (PPE)
to each employee factory, and registering each employee in the guarantee program social employment.
Produce feeling safe and comfortable inside PTPN XII Kebun employees Kalisanen Jember, which can
help increase employee performance.
Research results This is in line with results from research conducted by Sasanti and Irbayuni
(2022), which states that when Occupational Health and Safety (OHS) is guaranteed, then will increase
the performance of employees at the company. Likewise, the research conducted by Parashakti and
Putriawati (2020) states that Occupational Health and Safety (OHS) positively affects employee
performance.

29

AMBR

Influence Environment Work on Employee Performance
Based on the results study, variable environment Work influential significant to the performance
of employees with mark P values equal to 0.000 < 0.05. Indicate that atmosphere work at PTPN XII
Kebun Kalisanen Jember is considered safe and fun and that there is a harmonious relationship between
superiors, subordinates, and colleagues. Availability facilities mean uplifting work, uplifting and
motivating employees to operate assigned tasks, and the availability of ventilation or adequate windows,
which allows the supply of fresh air in the work area sufficiency and healthy employees still awake.
However, if seen from the table, PTPN XII Kebun Kalisanen Jember Still needs to install the CCTV
system automatically thoroughly To supervise the condition environment work. To overcome lack, this
company uses service unit security to stay guard security environment. PTPN XII Plantation Kalisanen
Jember supports the work process employee. Therefore The company as much Possible make the
environment safe and comfortable work For its employees. Suppose employees feel comfortable, so the
resulting performance will also be maximum.
Research results This is in line with results research conducted by Nabilah and Setiani (2022),
which states that environmental work is influential positive and significant to the performance of
employees. Likewise, Ekowati et al. (2019) research stated that comfortable environment work,
adequate facilities, and relationships with good employees would influence performance employee.
Occupational Health and Safety (OHS)
Satisfaction Work

Influences on Employee Performance Through

Based on the results study, Occupational Health and Safety (OHS) significantly affects the
performance of employees through satisfaction Work with mark P values equal to 0.000 < 0.05. Indicate
a significant positive correlation between OHS and performance and between satisfaction with OHS and
performance. Occupational. Health and Safety (OHS) program implementation at PTPN XII Plantation
Kalisanen Jember was done very effectively and satisfactorily, so employees can feel safe in operating
tasks. Happen Because an employee has to obey regulations and use equipment safely provided by the
company. One profit-acquired company applying OHS with Good is to minimize happening accident
Work as well as losses to be an experienced company. The OHS program is one right mandatory for
employees fulfilled by the company. If the right This fulfilled so satisfaction will arise. The company
must fulfil every employee's rights and needs, which will greatly affect performance. To reach
something good performance, OHS in the company must improve so employees feel satisfied the
moment carry out the work that has been given.
Research results. The aligns with research conducted by Hutagaol and Arwiyah (2020), which
says that variable satisfaction Work can contribute to influencing OHS against performance employees.
Likewise, Rohmah and Widiartanto's (2020) research states that the impact of OHS on the performance
of employees will be bigger If through satisfaction work.

30

Influence Environment Work on Employee Performance through Satisfaction Work
Based on the results study, variable environment Work influential significant to performance
employee through satisfaction work, with a mark P-value of 0.021 <0.05. Indicate that PTPN XII Kebun
Kalisanen Jember shows great concern for to condition environment it works. They are proven by his
efforts in overcoming the problem of noise, availability of air conditioning, enough air ventilation, and
good plants. From p that, employees feel like their needs are fulfilled. Emergence factor related to
satisfaction direct with environment Work This is the connection between good social and
communication between superiors, subordinates, or colleague work, work area safety, and facilities
provided. _ Environment Work role important For create and improve satisfaction work. Satisfied
employees will be more loyal to the company, so thereby, employees can carry out duties and
responsibilities. He replied ok. Impact Good from the satisfaction they will perform best they For a
company so the process of achievement objective will fast
Line with the results of research conducted by Solihatun et al. (2021), which states that work
satisfaction mediates the connection between the environment and employee work performance.
Likewise, research conducted by Meliza et al. (2019) states that an environment of good work will create
satisfaction. Work with employees so that employees will give more performance. Good For helps the
company reach its goal

Examining The
Impact of
Occupational
Health and
Safety (OHS)
and Work
Environment on
Employee
Performance:
The Mediating
Role of Job
Satisfaction

CONCLUSION
Based on the discussion that has been submitted, it can be concluded that the more good
Occupational Health and Safety (OHS) (X1) provided by PTPN XII Plantation Kalisanen Jember, the
performance of the resulting employee (Y) will also increase. The safer and more comfortable
environment ( X2 ) built by PTPN XII Kebun Kalisanen Jember will increase the performance of
employees (Y). The more PTPN XII Kebun Kalisanen Jember employees feel satisfied (Z) with the
Occupational Health and Safety (X1) program implemented by the company), the employee
performance (Y) produced will also increase. The more PTPN XII Kebun Kalisanen Jember employees
feel satisfied (Z ) with the company's work environment (X2), the resulting employee performance (Y)
will also increase.
Suggestion
Based on the above conclusion, some suggestions can be given. PTPN XII Plantation Kalisanen
Jember is expected always be a great concern of the program OHS, to avoid accident work and pay
attention to the things that make the employee feel comfortable or No relaxing moment work. To achieve
optimal performance and foster a sense of satisfaction in every employee. Future researchers are
expected to be able to conduct more comprehensive research on Occupational Health and Safety (OHS),
working environment conditions, levels of job satisfaction, and employee performance. In addition, it is
hoped that it will also expand or combine with variables other with objective For increase results
research and acquire knowledge new more various. Another goal is To repair and complete existing
deficiencies in a study.
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