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Work Motivation, Job Satisfaction, and Employee Performance

This investigation goals to anatomize the influence of work motivation on employee performance intercede by employee job satisfaction. The data is obtained directly by distributing questionnaires via google docs and WhatsApp to employees who work at Bank Rakyat Indonesia. The number of respondents in this determination was 160 people. The results of hypothesis testing show: Work motivation has a positive and significant effect on employee performance, job satisfaction, and employee performance through job satisfaction, then Job satisfaction has a positive effect and significant on employee performance.


INTRODUCTION
Companies as business associations with the first objective of obtaining maximum profit must be ready to compete. Company goals can be achieved by properly cultivating the resources in the business. The only resource in the company that has more value is human resources, where the human resources factor is one of the useful aspects that exist in the company as an implementer of every operational system carried out by the company to bring the company to its objectives (Permatasari, 2018 ).
The way to see the progress of an association's work is to evaluate the employees in the association. Assessment is only done on workers and managers. The system for assessment uses methods that are considered the most appropriate to the organizational model because misappropriation of the mode will make the 154 Business and Entrepreneurial Review Vol.20 No.2, October 2020 appraisement unable to serve the supposed response. The aspects assessed in the performance appraisal are quantity, quality, and results, timeliness, presence, competence to coordinate. Employee performance is a job that is produced by an employee or a situation as seen from the number of efforts done on his job according to the responsibilities of the association (Ramli, 2019a). Employee performance is influenced by various personal characteristics of each individual (Aryanta et al., 2019).
The relationship between performance satisfaction and job gathering has attracted considerable interest and discussion. When a company reviews its work, it uses performance expectations as one goal (Takaya, Ramli and Lukito, 2019;Mariam and Ramli 2019a;Ghazmahadi, Basri, Kusnadi and Ramli, 2020). An employee who has good behavior towards his performance will have the pleasure of working and the desire to improve organizational work (Wu et al., 2013). Opinion from (Shiu & Yu, 2010), that job expectations have a good connection that is important to organizational treatment, which includes financial performance, service performance, and employee behavior performance Chandra, Takaya and Ramli, 2019). Job satisfaction is interrelated in how a person pays attention to, reflects, and animates about their responsibilities (Ali et al., 2018). For observers of management attitudes, job success is a very concrete obstacle because employees with maximum work success have good treatment of their responsibilities (Ramli, 2020a). However, employees with low job satisfaction can have negative feelings about their jobs (Albattat & Som, 2013).
Performance satisfaction is a function of one's desire to be consecutive to one's perceived involvement or contribution from one's job (Ali et al., 2018). Job satisfaction is a good intuition of responsibility which is carried out from the characteristic appraisement (Hidayah & Tobing, 2018).
This research was conducted at PT Bank Rakyat Indonesia (Persero). Employees who work must understand the importance of forming work motivation, job satisfaction, and employee performance. Employees who work full of motivation will carry out their functions according to their mission and responsibilities (Saad, 2018). Performance satisfaction is characterized by good employee attitudes and behavior when facing work (Miah, 2018). Companies must understand the importance of the ability of employees to set goals and objectives to achieve business performance that will be far better in the future (Mariam and Ramli, 2019b;Babalola, 2016).

LITERATURE REVIEW Employee performance
Employee performance is considered a parameter of the employee's profession, where the outputs received by workers can be done fairly . Justice received by the comity can improve employee performance (Platis et al., 2014). Work outputs that are recognized by the comity are done by workers who can adopt the skills and efforts (Ramli, 2020b). The characteristics of working conditions are a combination that is stated as a representative part of the performance received from fair treatment (Ling & Bhatti, 2014). This research is motivated by the importance of employee performance in meeting organizational goals and the lack of such research for organizational culture and work performance systems in Iran. In general, organizational goals such as service quality, customer satisfaction, and loyalty (Imran and Ramli, 2019). According to Tsui et al. (2013), it is possible that company goals can be achieved by paying attention to individual performance towards the organization as well. (Anitha, 2014) defines employee performance as financial or non-financial outputs, the financial consequences of employees that are directly consecutive to the company's operations, and its success.
In a changing work environment, organizational members may have a variety of behavioral tendencies and actions, which will be evident inconsistencies in their performance (Chen and Wang, 2014). This is because expectations are received, a person's performance depends on the strategy and implementation that has been adopted by an organization (Anitha, 2014). The comity is part of a global economic system that is responsible for the marketing system, changing resources, competitors, and the demands of the external system (Mulyadi, Basri, Ramli, Takaya, 2020).
Organizations need the ability to survive only by providing better jobs. Organizational performance needs to be measured for organizational success (Mariam, Febrian, Anwar, Sutisna, Imran and Ramli, 2020). In general, comity performance refers to the transformation of inputs into outputs to achieve certain desires or outputs (Rebeka, 2019).

Job Satisfaction
The opinion of (Chasanah, 2008) that job satisfaction includes evaluative, affective, and responses or perceptive demeanors. Job satisfaction is a cheerful emotive state or good emotive that comes from a work appraisement. Job satisfaction is tightly consecutive to the works of the employee in doing their effort (Novariani and Ramli, 2020;Imran, Mariam, Aryani and Ramli, 2020). Workers who are not contented with their job, normally because employees are doing their mission optimally, also do not attempt to do their optimum in the output of their mission. Then job satisfaction is represented as three gauges that are: Social satisfaction, Intrinsic job satisfaction, and Extrinsic job satisfaction (Ramli, 2019b;Schnake & Dumler, 2003).

Work motivation
Work Motivation is taken from the Latin sentence "moveere", which means "transfer" or "push", motivation or encouragement is the argument for the key actions (Guay, 2010).
Also, motivation can be assigned as the goal or psychological created of a behavior to make improvements to the work they have (Ali et al., 2016). The hypothesis is proposed as follows:

H2: Motivation has a positive and significant effect on employee performance.
Positive feelings from within workers towards work can enable workers to achieve the goals and visions set by the company (Inuwa, 2016). All positive actions from within workers can create higher productivity achieved by workers (Bakotic, 2016). Positive feelings from within workers towards work can create higher company productivity (Shmailan, 2015). The hypothesis is proposed as follows: H3: Job satisfaction has a positive and significant effect on employee performance. 158 Business and Entrepreneurial Review Vol.20 No.2, October 2020 Motivation is an internal process that makes an individual move towards a goal so that workers can improve their work outputs by the argument of workers have a positive appraisement of work (Al Aluf, 2017). Motivation is an internal mechanism that is used to guide actions so that it can increase worker productivity by the argument of workers have positive emotive conditions (Pang and Lu, 2018). The hypothesis is proposed as follows: H4: Motivation has a positive and significant effect on employee performance through job satisfaction.

Hypothesis test
Hypothesis testing is done using the Structural Equation Model (SEM) mode. Hypothesis testing decisions were made by comparing the p-value with a level of significance of 0.05 (error rate α = 5%) and a confidence level of 95%. The basis for making a hypothetical decision is as follows: (1) If the p-value is ≤ 0.05 then H1 is significant or influential. (2) If the p-value ≥ 0.05 then H1 means that it is not significant or has no effect on the two variables. 4. Giving confidence to workers who try to fulfill their responsibilities while working so that workers can work optimally.

Suggestions for Further Research
This investigation has restricted issues that include the investigation objective, scilicet to anatomize the influence of Work Motivation on Employee Performance through Job Satisfaction. To these detections, the recommendations for the next investigation is :