Analysis of the Influence of the Work Environment as a Moderation Between Training and Job Satisfaction Levels of Cleaning service Officers at RSU ROYAL PRIMA Marelan

— High employee job satisfaction tends to increase employee work productivity which will also have a positive impact on achieving company goals. The purpose of this study is to analyze the Influence of the Work Environment as a Moderation Between Training and Job Satisfaction Levels of Cleaning service Officers at RSU ROYAL PRIMA Marelan. The research approach used in this study is a quantitative research method. The population that will be used in this study is the Cleaning service officers of Royal Prima Marelan Hospital which amounts to 53 people. The sample determination technique is saturated sampling. The validity test compares the r-count value with the r-table for the degree of freedom = n-k, in alpha 0.05. Reliability test with Cronbach Alpha statistical test > 0.70. Data analysis using multiple regression analysis models (Y = a+b1X1+b2X2+b3X3+ e), coefficient of determination (R2), F test (simultaneous testing), and t-test (partial testing). Partial test results (t-tests) of training variables, t-count values of > t-table (5.887 > 1.67) and significance values of 0.002 < 0.05. Partial test results (t-tests) of work environment variables, t-count values of >t-table (4.995 > 1.67) and significance values of 0.008 < 0.05. T-tests calculate training variables, obtained t count (5,887) > t table (1.67) and probability values (0.002) < 0.05 then H1 is accepted, work environment variables, t-count of (4,995) > t-table (1.67) and probability values (0.008) < 0.05, then H2 is welcome. In conclusion, from the results of partial and simulated tests, the variables of the work environment and training influence worker satisfaction with t counting greater than t-table and probability values < 0,05.


I. INTRODUCTION
One of the goals of human resource management in a company is the creation of job satisfaction for members of the organization / company (1). High employee job satisfaction tends to increase employee work productivity which will also have a positive impact on achieving company goals (2). Job satisfaction is a way of looking at a person, both positive and negative about his work (3). Satisfaction at work is one of the factors that play a role in improving the performance of an employee. Job satisfaction is an employee's emotional state where there is or does not occur a meeting point between the value of employee repayment from the company and the level of repayment desired by the employee concerned (4); (5).
Changes in a process, be it the application of knowledge, facilities, and human resources, require companies to shift from previous conditions, towards the direction of creating job satisfaction for employees and have an impact on improving employee performance (6). To be able to achieve this goal, it requires awareness and mutual willingness of employees to change through changes in mindsets, changes in attitude sets, and changes in action sets which will ultimately result in a change in organizational culture (organization cultural change) (7). One of the programs to build quality human resources is an employee development program through education and training (8). This program is considered quite good because the company can improve the abilities of employees owned by the company so that with the provision of skills obtained during the training these employees can help the company achieve company goals and be able to support the company's competitiveness on an ongoing basis (9); (10).
In addition to training, there are other factors in ensuring the improvement of employee performance, namely the working environment conditions (11). The work environment has significance in influencing performance (5). A good work environment will provide a sense of comfort to employees in carrying out their work (6). Research conducted by Wokas, (2022) states that the improvement in employee performance is partially influenced by the work environment (12). According to Supatmi (2012), states that the work environment plays an important role for employees in the workplace that can affect their performance (13). Based on the background description above, the author is interested in conducting a study with the title Analysis of the Influence of the Work Environment as a Moderation Between Training and Job Satisfaction Levels of Cleaning service Officers at ROYAL PRIMA Marelan Hospital.

II. LITERATURE REVIEW
The work environment is everything that exists around the workers and that can affect him in carrying out the tasks charged. The work environment is a very important component part when employees carry out work activities. By paying attention to a good work environment or creating working conditions that are able to provide motivation to work, it will have an influence on the excitement or enthusiasm of employees at work. A conducive work environment provides a sense of security and allows employees to be able to work optimally. Training is a process of teaching certain knowledge and skills and attitudes so that employees are more skilled and able to carry out their responsibilities better, according to standards. Good training will increase employee job satisfaction (14); (15); (16).
Training is a short-term educational process using systematic and organized procedures by which people, in addition to managers, learn knowledge and skills to achieve certain goals). Training is a process that includes a series of actions (efforts) that are carried out deliberately in the form of providing assistance to the workforce carried out by coaching professionals in a time aimed at improving the work ability of participants in certain fields of work in order to increase effectiveness and productivity in an organization (17). Job Satisfaction is a positive feeling of an employee that affects the work or work situation.

III. RESEARCH METHODS
The research approach used in this study is a quantitative research method. The population that will be used in this study is the cleaning service officers of Royal Prima Marelan Hospital which amounts to 53 people. The sample determination technique is saturated sampling. The validity test compares the r-count value with the r-table for the degree of freedom = n-k, in alpha 0.05. Reliability test with Cronbach Alpha statistical test > 0.70. Based on Table 1, the reliability value of each instrument from the variables of work environment, Job satisfaction, and Training is greater than 0.70 and it can be concluded that all variables are reliable. Data analysis using multiple regression analysis models (Y = a+b1X1+b2X2+b3X3+ e), coefficient of determination (R2), F test (simultaneous testing), and t-test (partial testing).

IV. RESULTS AND DISCUSSION
In the study at RSU Royal Prima Marelan, the independent variable observed was the Working environment (X) while the mediation variable was Training (Z) and the dependent variable was Job satisfaction (Y). In Table 2, it is known that the Training (Z) variable with a sample of 53 respondents had an average of 28.12 minimum values of 17.00, and a maximum of 44.00 with a standard deviation of 8.33. The Working Environment (X) variable with a sample of 53 respondents had an average of 25.33, a minimum value of 18.00, and a maximum of 42.00 with a standard deviation of 7.85. The Job satisfaction (Y)   The results of the Coefficient of Determination Test obtained an Adjusted R square value of 0.809, this means that 80.9% of the variation in the dependent variable Job satisfaction of cleaning service officers at Royal Prima Marelan General Hospital which can be explained by the variation in independent variables Training and Working environment the remaining 19.1% (100%-80.9%) is explained by other variables that were not studied in this study, such as leadership, compensation, and others.
The F test is used to show whether all the independent variables entered in the model have a joint influence on the dependent variables. The fable value is obtained from: • df1 = k-1 = 3-1 = 2, where k is: the number of dependent and independent variables • df2 = n-k = 53-3 = 50, where n is: the number of samples can be seen from the 53rd row, the 2nd column. The f- From the table above, it can be seen that the calculated F value is 72,605 with a probability of 0.004, because the probability is smaller than 0.05, the regression model can be used to predict the job satisfaction of the cleaner. This can also be seen from the F-count (72,605) > F-table (2.79), then H3 is accepted which means that the training and working environment variables affect the Job satisfaction of cleaning service officers at Royal Prima Marelan General Hospital. Ttest testing is used to show how far one independent variable affects a dependent variable .
The value of t is determined to be significant 5% and the degree is free: df = n-k (df = number of samples and k = number of overall variables) i.e. df = 53-3 = 53. The calculated t test carried out is: Two-way test then the ttable used is t 5% or t 0.05 (53) = 1.67. From the results of the t test above, it can be concluded that for the Training variable, obtained t count (5,887) > t table (1.67) and probability value (0.002) < 0.05 then H1 is accepted means that there is an influence of Training on the Job satisfaction of Cleaning service officers at Royal Prima Marelan General Hospital. Then for the work environment variable, a calculation (4,995) > t-table (1.67) and probability value (0.008) < 0.05, then H2 is accepted means that there is an influence of Working environment on job satisfaction officers Cleaning service at Royal Prima Marelan Hospital The Effect of Training on Job satisfaction of Janitors.
The results of the research conducted by researchers prove that there is an influence of training on the job satisfaction of cleaning service officers at Royal Prima Marelan Hospital. In line with the first hypothesis (H1). This can be seen from the results of the partial test (t-test) where the t-count of the > t-table (5.887 > 1.67) and the significance value of 0.002 < 0.05. So that the results of the study rejected H0 and accepted Ha.
Training is one of the important components in the development of human resources (HR) in an institution. Training is meaningful as an effort made to acquire knowledge, skills, and attitudes that can be used immediately to improve performance. The implementation of the Training program is expected to increase the knowledge, skills, and positive attitudes of human