Analysis of the Effect of Work Environment and Workload on Work Quality with Work Motivation as an Intervening Variable: Study on Employees of Bank Mandiri

Work environment and workload are two important factors that can influence employee motivation and work quality. This research aims to analyze and determine the influence of the work environment and workload on work motivation, as well as the influence of work motivation and workload on the work quality of Bank Mandiri KCP Sungai Danau employees. This research uses quantitative methods with a questionnaire as a research instrument. The research sample was 69 employees of Bank Mandiri KCP Sungai Danau, who were selected using a saturated sampling technique. Data were analyzed using structure equation modeling (SEM) analysis techniques with the SmartPLS program. The research results show that the work environment has no significant effect on work motivation, Workload has a significant effect on work motivation, the work environment has a significant effect on work quality, Workload has a significant effect on work quality, Work motivation has no significant effect on work quality, Work environment through motivation work does not have a significant effect on work quality, workload through work motivation does not have a significant effect on work quality. In conclusion, the environment and workload are proven to have a positive influence on work quality, and workload has a positive influence on the work motivation of Bank Mandiri KCP Sungai Danau employees. Work motivation has not been proven to influence work quality.


Introduction
In an era of globalization full of competition, Bank Mandiri KCP Sungai Danau, like other organizations, is faced with demands to continuously improve its performance in order to survive and develop.Work and, ultimately, achieve its organizational goals (Carmeli, 2020;Certo, 2021;Cohen, 2022).(Cropanzano, 2022;Deci, 2020).organizations can improve employee performance and achieve their goals (Eisenberger, 2021;Erdogan, 2021).

External factors that influence employee work performance
A conducive work environment is one of the key factors in increasing employee motivation and performance.Support from superiors and coworkers can increase employee self-confidence and motivation.(Friedman, 2020;Hackman, 2021;Hodson, 2021).

Methods
This study uses a quantitative approach.The quantitative approach is a research method that uses numerical data to explain the relationship between research variables.The population in this study were all 69 employees of Bank Mandiri KCP Sungai Danau.The results of the value calculation Q-Square are as follows: This means that the higher the workload, the higher An open and collaborative work environment can encourage cooperation and effective communication between employees, which can improve the overall quality of work (Humphrey, 2021;Iverson, 2020;Judge, 2022).
The relationship between workload and work quality is a complex topic and has been studied extensively in the fields of industrial and  (Kuvaas, 2021;Lang, 2021).
The relationship between workload and work motivation is a complex topic and has been widely researched in the field of organizational psychology.
Research findings show that the relationship between these two variables is not always linear.At optimal workload levels, there is a positive relationship between workload and work motivation.Expectancy motivation theory states that individuals are motivated to work hard when they believe that their efforts will produce desired results (such as rewards, recognition, and promotions).Optimal workload challenges motivation and employee performance (Cohen, 2021;Cuesta, 2021).

Conclusion
The environment and workload are proven to have quality, as one of the main pillars of performance, is a key factor in achieving organizational goals.Work quality refers to the level of perfection and accuracy of employee work, which results in achieving predetermined standards.High-quality work reflects the effectiveness and efficiency of employees in completing their tasks and producing quality products or services that meet customer needs.Employees who have high-quality work are able to complete their tasks more quickly and efficiently, thereby increasing the organization's output and productivity.High-quality work results in products or services that are superior to those of competitors, thereby increasing the organization's competitiveness in the market.Highquality products or services will increase customer satisfaction, which ultimately increases customer loyalty and retention.High-quality work will build a positive image of the organization in the eyes of the public, thereby increasing the organization's trust and https://doi.org/10.37275/oaijss.v7i3.250A B S T R A C T Work environment and workload are two important factors that can influence employee motivation and work quality.This research aims to analyze and determine the influence of the work environment and workload on work motivation, as well as the influence of work motivation and workload on the work quality of Bank Mandiri KCP Sungai Danau employees.This research uses quantitative methods with a questionnaire as a research instrument.The research sample was 69 employees of Bank Mandiri KCP Sungai Danau, who were selected using a saturated sampling technique.Data were analyzed using structure equation modeling (SEM) analysis techniques with the SmartPLS program.The research results show that the work environment has no significant effect on work motivation, Workload has a significant effect on work motivation, the work environment has a significant effect on work quality, Workload has a significant effect on work quality, Work motivation has no significant effect on work quality, Work environment through motivation work does not have a significant effect on work quality, workload through work motivation does not have a significant effect on work quality.In conclusion, the environment and workload are proven to have a positive influence on work quality, and workload has a positive influence on the work motivation of Bank Mandiri KCP Sungai Danau employees.Work motivation has not been proven to influence work quality.colleagues, adequate facilities, and positive work culture, can increase employee motivation and performance, resulting in high-quality work.A workload that is measurable and appropriate to employees' abilities will encourage them to work optimally and produce high-quality work.On the other hand, excessive workload can cause stress and fatigue, which can reduce the quality of work.Work motivation is an internal drive that encourages employees to work well.High work motivation can increase employee morale, perseverance, and effectiveness in completing their tasks, resulting in high-quality work.Creating a conducive work environment can be done by building a positive work culture, providing adequate facilities, and providing support to employees.A workload that is measurable and appropriate to employees' abilities will encourage them to work optimally and produce high-quality work.Work motivation can be increased by providing rewards and recognition for employee achievements, as well as providing opportunities for self-development and training.Quality of work is a key factor in achieving the organizational goals of Bank Mandiri KCP Sungai Danau.Efforts to improve work quality must be carried out on an ongoing basis by paying attention to the factors that influence it, such as the work environment, workload, and work motivation.By improving the quality of work, Bank Mandiri KCP Sungai Danau can increase productivity and competitiveness Employee attitudes towards their work also influence their performance.Employees who have a positive and enthusiastic attitude towards their work will find it easier to achieve targets and produce quality output.Employee attitudes can be influenced by various factors.Namely, values held firmly by employees can influence their attitudes toward their work.Positive work experiences can improve employees' attitudes toward their work.A conducive work environment can improve employees' attitudes towards their work.Abilities, skills, knowledge, motivation, and attitudes are interrelated and interact with each other.For example, employees who have high abilities and skills will be more easily motivated to work well.On the other hand, employees who have high work motivation will be more motivated to improve their abilities and skills.To improve employee performance, organizations need to pay attention to and develop the factors that influence it.By paying attention to and developing the influencing factors, the employee's work motivation.The work environment has a positive effect on work quality.The t-test results show the statistical t value = 3.756 with p-value = 0.000.These results indicate that there is a significant and positive relationship between the work environment and work quality.This means that the better the work environment, the higher the quality of employee work.Workload has a positive effect on work quality.The t-test results show the statistical t value = 3.159 with p-value = 0.002.These results indicate that there is a significant and positive relationship between workload and work quality.This means that the higher the workload, the higher the quality of employee work.Work motivation has a positive effect on work quality.The t-test results show the statistical t value = 1.577 with p-value = 0.116.These results indicate that there is no significant relationship between work motivation and work quality.The work environment and work motivation together have a positive effect on work quality.The t-test results show the statistical t value = 0.137 with p-value = 0.891.These results indicate that there is no significant relationship between the work environment and work motivation together with work quality.Workload and work motivation together have a positive effect on work quality.The t-test results show the statistical t value = 1.299 with p-value = 0.195.These results indicate that there is no significant relationship between workload and work motivation together with work quality.Theoretically, the positive relationship between work environment and work quality can be explained by several theories.Herzberg's motivation theory explains that work environment factors, such as good working conditions, positive interpersonal relationships, and recognition for achievements, can increase employees' intrinsic motivation and encourage them to work better.Hackman & Oldham's job satisfaction theory explains that job characteristics that are challenging, meaningful, and provide autonomy to employees can increase job satisfaction and encourage them to work harder and produce higher productivity.Practically, empirical research shows that a conducive work environment can improve the quality of employee work in several ways.A work atmosphere that is calm, comfortable, and free from distractions can help employees focus and concentrate on their work.A positive and supportive work environment can increase employee enthusiasm and motivation to work harder and achieve set targets.
individuals and allows them to demonstrate their abilities, thereby increasing their confidence in positive outcomes.Equity theory states that individuals are motivated to work in a fair and balanced manner.The optimal workload is perceived as fair by individuals because it is proportional to their abilities and resources.This increases their sense of fairness and encourages them to work hard.Flow Theory states that individuals feel motivated and engaged in work when they feel a balance between skills and challenges.Optimal workload provides a sufficient level of stimulation so that individuals feel challenged and focused on work, increasing motivation and job satisfaction.Optimal workload encourages individuals to complete tasks and achieve goals.This provides a sense of accomplishment and increases motivation to continue working hard.Optimal workload allows individuals to learn and develop new skills.This increases self-confidence and competence, encouraging motivation to continue learning and developing.Optimal workload provides a sense of responsibility to the individual.This increases their commitment and dedication towards work.A study found that optimal workload increases intrinsic motivation and employee performance.Other studies show that moderate workloads increase employee energy and motivation and reduce burnout.Based on theoretical foundations, practical reasons, and related studies, it can be concluded that there is a positive relationship between workload and work motivation at optimal workload levels.An optimal workload challenges individuals, allows them to demonstrate their abilities and provides a sense of accomplishment and self-development.This increases self-confidence, competence, and commitment, driving intrinsic

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positive influence on work quality, and workload has a positive influence on the work motivation of Bank Mandiri KCP Sungai Danau employees.Work motivation has not been proven to influence work quality.

Table 1 .
Characteristics of respondents.
advancement, and security at work.Workload variables (X2) consist of targets that must be achieved,

Table 2 .
Construct validity and reliability tests.
Q-Square, the better or more fit the model with data.