Pengaruh Stres Kerja, Insentif Dan Lingkungan Kerja Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Mediasi

Ariansy, Nur Ita; Kurnia, Marlina

doi:10.31603/bmar.v2i1.6820

Cited by 10 publications

(7 citation statements)

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“…Likewise, the lower the work stress, the higher the employee's performance will be. The results of this research are in line with research conducted by Ariansy & Kurnia (2022), which states that work stress significantly negatively affects employee performance. This indicates that when employees experience work stress, employee performance decreases, so employee performance is not considered optimal.…”

Section: The Effect Of Job Stress On Employee Performancesupporting

confidence: 89%

Influence of Work Stress and Workload on Work Motivation and Its Impact on the Performance of Class II Land Transportation Management Center Employees in South Sumatra

Riduan,

Helmi,

Gunarto

et al. 2024

IJFR

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This study provides valuable insights into the impact of work stress and workload on work motivation and subsequent employee performance at the Class II Land Transportation Management Center in South Sumatra. Employing a quantitative approach with a descriptive research design, the survey method is used to collect data, aligning with the positivist philosophy. Data is gathered through a structured questionnaire administered at the Office of Class II South Sumatra Land Transportation Management Hall from January to February. Results reveal a negative influence of work stress and workload on employee performance, although work motivation shows no significant correlation. Nevertheless, work motivation positively affects employee performance, independent of work stress and workload. These findings have practical implications for improving workplace conditions and enhancing employee productivity and job satisfaction. Recommendations for future research include further exploration of potential mediating factors, in-depth investigations into strategies for reducing work stress and workload, longitudinal studies to track changes in work motivation and performance, and comparative analyses with similar offices to gain insights into transportation sector dynamics

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Section: The Effect Of Job Stress On Employee Performancesupporting

confidence: 89%

Influence of Work Stress and Workload on Work Motivation and Its Impact on the Performance of Class II Land Transportation Management Center Employees in South Sumatra

Riduan,

Helmi,

Gunarto

et al. 2024

IJFR

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“…These results are the results of research from (Ariansy & Kurnia, 2022) that has a negative and insignificant effect on job satisfaction, so it can be concluded that the high work stress felt by employees does not affect job satisfaction. This can happen because, with stress, employees are increasingly motivated to provide all abilities and resources, so that they can meet work requirements and needs.…”

Section: The Effect Of Work Stress On Job Satisfactionsupporting

confidence: 54%

The Effect of Work-Life Balance and Work Environment on Job Satisfaction with Work Stress as a Mediating Variable at the Class I Immigration Office of TPI Padang

Aviola

Fahmy

Lukito

2022

JOSR

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Background: The Covid-19 virus attack has had a great impact on human life in the world and has changed many important aspects of life such as health, the economy, politics, and also security. It has also led to changes in working methods and also human interaction within the organization. As one of the agencies affected by the Covid-19 virus, namely the Class I Immigration Office of TPI Padang. Since the Covid-19 virus pandemic, many changes have occurred and various efforts have been made within the Class I Immigration Office of TPI Padang to break the chain of the spread of the Covid-19 virus, one of which is by working from home for ASN. Objective: This study aims to examine and build a conceptual model of the effect of work-life balance and work environment mediated by work stress on job satisfaction in ASN employees. Methods: This study used a non-probability sampling technique with the sample used being 72 civil servants through the distribution of questionnaires. Results: This study found that work trends do not mediate the effect between work-life balance and work environment on job satisfaction in employees of the Class I Immigration Office of TPI Padang. Conclusion: The Class I Immigration Office of TPI Padang has provided appropriate working hours so that the personal life and working life of employees can be balanced and the existing work environment of the TPI Padang Class I Immigration Office provides a sense of security and comfort to employees. With a sense of security and a sense of comfort at work, employee job satisfaction will increase.

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“…Oleh karena itu, setiap level struktural dan fungsional harus dimanfaatkan secara maksimal. Untuk menjaga agar perusahaan tetap bertahan dan berjalan sesuai dengan tujuan, maka harus menjaga dan meningkatkan sumber daya yang dimilikinya, termasuk meningkatkan kinerja karyawan (3). (Hani Darmawati, 2021) Kinerja merupakan perilaku nyata yang ditampilkan setiap orang sebagai prestasi kerja yang dihasilkan oleh karyawan sesuai dengan perannya (4).…”

Section: Aunclassified

Pengaruh Reward dan Punishment terhadap Kinerja Karyawan pada Bank Syariah Indonesia di Kota Pandeglang

Fauqonuri Rosna,

Irfani

2023

BCSBM

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Abstract. Employee performance in a company is important, because this performance is useful to achieve the goals set by the agency itself. Employee performance improvement can be influenced by Reward and Punishment as a means to train employees' personalities so that they can show good performance. This study aims to find out how reward and punishment conditions are at Bank Syariah Indonesia Pandeglang, as well as to determine the effect of rewards and punishments on employee performance at Bank Syariah Indonesia Pandeglang. This research is a type of descriptive and verificative research by quantitative methods. The sampling technique used is saturated sampling. The sample used in this study was the performance of employees at Bank Syariah Indonesia Pandeglang with data collection techniques using questionnaires that have been tested for validity and reliability. A total of 56 questionnaires were distributed. The data that has been obtained are then analyzed using multiple linear regression, t test, f test, and coefficient of determination. The results showed that reward (X1), punishment (X2) had a partial or simultaneous effect on employee performance. Affected by the value of the test result of the coefficient of determination which indicates that R Square (R2) is 0.326 or this result can be said that the contribution of independent variables (reward and punishment) affects the independent variable (employee performance). Abstrak. Kinerja karyawan dalam suatu perusahaan merupakan suatu hal yang penting, dikarenakan kinerja ini berguna untuk mencapai tujuan-tujuan yang telah ditetapkan oleh instansi itu sendiri. Peningkatan kinerja pegawai dapat dipengaruhi oleh Reward dan Punishment sebagai sarana untuk melatih kepribadian karyawan agar mereka dapat menunjukkan kinerja yang baik. Penelitian ini bertujuan untuk mengetahui bagaimana kondisi reward dan punishment pada Bank Syariah Indonesia Pandeglang. serta untuk mengetahui pengaruh reward dan punishment terhadap kinerja karyawan pada Bank Syariah Indonesia Pandeglang. Penelitian ini merupakan jenis penelitian deskriptif dan verifikatif dengan metode kuantitatif. Teknik sampling yang digunakan adalah sampling jenuh. Adapun sampel yang digunakan dalam penelitian ini yaitu kinerja karyawan pada Bank Syariah Indonesia Pandeglang dengan teknik pengumpulan data menggunakan kuesioner yang telah diuji validitas dan reliabilitasnya. Sebanyak 56 kuesioner disebarkan. Data yang telah diperoleh kemudian dianalisis dengan menggunakan regresi linear berganda, uji t, uji f, dan koefisien determinasi. Hasil penelitian menunjukkan bahwa reward (X1), punishment (X2) berpengaruh terhadap kinerja pegawai secara parsial maupun simultan. Dipengaruhi nilai hasil uji koefisien determinasi yang menunjukkan bahwa R Square (R2) sebesar 0,326 atau hasil ini dapat dikatakan bahwa kontribusi variabel independen (Reward dan Punishment) yang mempengaruhi variabel independen (Kineja Karyawan).

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Pengaruh Stres Kerja, Insentif Dan Lingkungan Kerja Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Mediasi

Cited by 10 publications

References 0 publications

Influence of Work Stress and Workload on Work Motivation and Its Impact on the Performance of Class II Land Transportation Management Center Employees in South Sumatra

Influence of Work Stress and Workload on Work Motivation and Its Impact on the Performance of Class II Land Transportation Management Center Employees in South Sumatra

The Effect of Work-Life Balance and Work Environment on Job Satisfaction with Work Stress as a Mediating Variable at the Class I Immigration Office of TPI Padang

Pengaruh Reward dan Punishment terhadap Kinerja Karyawan pada Bank Syariah Indonesia di Kota Pandeglang

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