The influence of workplace health facilities and compensation on employee job satisfaction at PT PLN Indonesia Power
Keywords:
Job Satisfaction, workplace health facilities, Compensation, state owned enterpriseAbstract
Introduction/Main Objectives: This paper examines the influence of workplace health facilities and compensation on employee job satisfaction at PT PLN Indonesia Power Unit Bisnis Pembangkitan (UBP) Grati. Given the strategic role of state-owned energy enterprises in national infrastructure and the high tenure of its workforce, understanding how organizational provisions shape satisfaction is both theoretically relevant and practically significant.
Background Problems: Despite PT PLN’s institutional importance, there is limited empirical evidence on how health facilities and compensation jointly affect job satisfaction among its employees; this study addresses the research question: How do workplace health facilities and compensation influence employee job satisfaction at PT PLN Indonesia Power UBP Grati?
Novelty: This study is novel in its integrated quantitative analysis of both health facilities and compensation within a single Indonesian state-owned power unit, focusing on a predominantly long-tenured workforce—a demographic underrepresented in current HR literature in emerging economies.
Research Methods: Using a census approach, primary data were collected from all 85 employees via a validated 30-item Likert-scale questionnaire (10 items each for health facilities, compensation, and job satisfaction). Data were analyzed using descriptive statistics and multiple linear regression in Microsoft Excel, with instrument reliability confirmed by Cronbach’s Alpha (>0.78) and classical regression assumptions verified.
Finding/Results: Both workplace health facilities (β = 0.325, p < 0.001) and compensation (β = 0.330, p < 0.001) significantly and positively affect job satisfaction, jointly explaining 71.9% of its variance. This indicates that fulfilling basic security needs through health services and ensuring perceived fairness in rewards are equally critical drivers of satisfaction in this context.
Conclusion: The study concludes that PT PLN Indonesia Power can enhance employee satisfaction by maintaining comprehensive health benefits and improving transparency and equity in compensation—especially performance-linked and shift-based allowances. The findings offer actionable HR policy insights for capital-intensive public enterprises and contribute to job satisfaction literature in Southeast Asian state-owned sectors.
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