Characteristics of Individuals and Workplace Conditions with Job Satisfaction Lecturer Health Polytechnic of Aceh

As an organization that produces health services, one of the factors that determine the quality of product is personnel who worked with dedication and professionalism. This is achieved when the manager is able to give a satisfaction to all employees on the job. This study aimed to investigate the relationship individual and workplace characteristics with job satisfaction of employee. The populations of study were 32 employees of Environmental Health Department of Health Polytechnic of Aceh. Individual and workplace characteristic and job satisfaction were collecting by structural questionnaires. The product moment correlation was conducted to analysis of the data. The study showed individual and workplace characteristics were strongly correlation on job satisfaction (p=0.000 and r = 0.805) or 80.5% the independent variables are able to explain the dependent variable of job satisfaction is r-square = 0.647, or by 64.7%.

In seeking a quality service, Environmental Health Department of Health Polytechnic, MoH Aceh should consider some characteristics of individual employee satisfaction that include; age, tenure, and gender, and educational level. In addition, it is important to give the attention to the characteristics of workplace conditions that include; compensation, promotion, colleagues, supervision and work.

B. Method
The methodology in is research is quantitative descriptive analytic approach to determine the relationship lecturer Health Polytechnic of Aceh.

C. Research Finding
The observation of researchers lately either based on interviews researchers with various parties and based on the observations of researchers, it was found inequalities as follows; several employees of Environmental Health Department of Health Polytechnic of Aceh in performing work less disciplined, it is visible from working not as the rule, attitudes that often truant, late to work, some employees come at 09.00 am and go back at 14:30 pm, and some employees are lazy and late to work but they did not get a warning from their superiors. Some employees do not obey and respect the instructions of superiors, for example when they go out of the office during working hours without any notice to the colleague/ boss.
In the provision of reward and punishment, diligent employees complained because in the implementation of the policies is not fair and reasonable. This is because there is no difference of reward and punishment for employees who diligent and lazy. They even have the same opportunity between lazy employees and diligent employees. Their rights as PNS are equal/no difference appreciation for instance monthly salary, every two years once they earn a regular salary increases, and every two/four years, got a promotion. Incentives received both special allowance and other incentives as well as other employees who are diligent or lazy get it same, Robert L, (1996). Robbins (1996: 12) mention that the "system of wages and promotion policy that employees perceived fair, no doubt, and in accordance with their expectations affect employee satisfaction. To improve the quality of service of the employee's productivity, it is necessary to pay attention to employee satisfaction". When job satisfaction has been met, it will cause employees to work with the best of their ability, and with high productivity. Employees will be involved with the work, use of time and energy in his work, and putting the work as a central whole life, indicating the involvement of employees.
The system is a way which would run correctly in the organization, there is no doubt or no problem appears in an organization because their satisfaction already achieved what they want, Ariyanto, (2008).
Furthermore, Robbins (1996: 74) also argues that "employees who do not feel satisfied in performing job which is given by superiors, they will avoid the work, and will likely resign". Therefore, it is logic that an organization tries to find the sources that make job dissatisfaction. There is the possibility of employee absenteeism and less discipline in working are an employee's feeling of anti-climax, because they feel unsatisfied with the policy of the leader.

General Description of Research Location
Health       To find out the relationship between individual characteristics and the characteristics of workplace conditions on job satisfaction of Environmental Health Department employee of Poltekkes, Ministry of Health Aceh, bivarian analysis will be done by using a correlation coefficient of contingency.

3) Result Analysis of Dependent Univarian Variable
The relationships individual characteristics and the characteristics of the workplace on job satisfaction Environmental Health Department employee of Poltekkes, Ministry of Health Aceh for more details can be seen as follows:

1) Bivarian Result for Individual Characteristic and Job Satisfaction
The relationship between individual age characteristics and job satisfaction can be seen in Table 4.1.  Next, the relationship between education level of individual characteristic and job satisfaction can be seen on table 4.3  2) Bivarian Result for Workplace Characteristic and Job Satisfaction Relationship between compensation of workplace characteristic and job satisfaction can be seen on Table 4.5.
Based on Table 4.5, it was obtained by p value of 0.000 which value is less than 0.05. Thus we must reject the null hypothesis, which means, there is a real relationship between compensation and job satisfaction in Health Polytechnic, MoH Aceh. Next, the relationship between promotion of workplace characteristic and job satisfaction can be seen on  Then, relationship between level work characteristic and job satisfaction can be seen on Table 4.9

E. Conclusion
Individual characteristics and the characteristics of the Workplace a) From these results, indicating no significant relationship between attitude, discipline and patience of the level on job satisfaction. b) While the views of workplace conditions also had a significant relationship between compensation, promotion, supervision and job satisfaction levels of employees.