Motivation, Physical Work Environment, Non- Physical Work Environment, and Work Satisfaction (Study on the Government of Ternate City) Muhammad Asril Arilaha 1,* , Johan Fahri 1 , Nurlela 1 , Abdullah W. Jabid 1 , Irfandi Buamonabot 2,* 1 Department of Management, Faculty of Economics and Business, Khairun University, Ternate, Indonesia 2 Polteknik Sains & Teknologi Wiratama Maluku Utara, Ternate, Indonesia * Corresponding author. Email: asril_arilaha@unkhair.ac.id ABSTRACT This study aims to examine the effect of motivation, physical work environment, non-physical work environment and job satisfaction on performance. A total of 63 respondents from Non-permanent Employees in the Regional Government of Ternate were surveyed in this study. The analytical tool used in this study is regression analysis. The results showed that of the four hypotheses proposed in this study, only hypothesis 1 was unsupported. Furthermore, at the end of the research results are discussed in this study. Keywords: motivation, physical work environment, non-physical, job satisfaction, performance 1. INTRODUCTION The growth and development of an organization depend on human resources. Therefore, human resources is an asset that should be improved effectively and efficiently in order to materialize its optimal performance. To achieve this, the organization, in this case, must be able to create a situation that can encourage employees to develop abilities and skills optimally, especially in terms of performance. Whether or not performance depends greatly on the extent to which the agency is able to design the form of motivation provided to its employees. This certainly must be supported by an adequate work environment [1]. Motivation is one of the variables that affect performance [2-4]. This is due to high motivation that will be able to improve employee performance. There is two motivations namely extrinsic and intrinsic motivation. Every employee has desires and goals to be achieved in work, so high motivation is needed to improve good performance [5]. In addition to motivation, the work environment is also a factor influencing performance [6,7]. The work environment itself consists of the physical environment and non-physical environment attached to employees so that it cannot be separated from the performance development effort [8]. Work environments such as work atmosphere, relationships with colleagues, availability of work facilities, noise and odor will contribute to the comfort of employees in performing their duties [9]. This study is a replication of several previous studies. The study was based on the findings were inconsistent. For example, [10-12] find that motivation has no effect on performance, while [2-4] found that motivation influences performance. Furthermore, research conducted by [1,13] also found insignificant results on the effect of working environment on performance, while [6,7,14] found that the work environment influences performance. In addition to reexamining the results of research that have not been consistent, researchers also added two variables, namely job satisfaction and dividing the work environment based on physical and non-physical, so researchers want to test each variable on performance 2. METHODS Research design The design of this research is a descriptive study with a survey method. Data collection in this study was carried out by a cross-sectional method that is collecting or retrieving data at a certain time (Neuman, 2006). Population and Sample The population in this study were all employees of the Department of Education and Culture of Ternate City. The sample in this study was 63 non-permanent employees at the Department of Education and Culture of Ternate City. A sample size of more than 30 and less than 500 is appropriate for most studies [15]. Test Validity and Reliability Validity is the level at which a test measures what it really wants to be measured. Validity testing is done by factor analysis to get construct validity. The items used in this study are those that have a factor loading value ≥ 0.5 [16]. Reliability is related to the accuracy and precision of a measurement procedure [17]. In this study, reliability testing is done by looking at the value of Cronbach's Alpha Advances in Engineering Research, volume 194 5th International Conference on Food, Agriculture and Natural Resources (FANRes 2019) Copyright © 2020 The Authors. Published by Atlantis Press SARL. This is an open access article distributed under the CC BY-NC 4.0 license -http://creativecommons.org/licenses/by-nc/4.0/. 419