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THE INFLUENCE OF WORKLOAD AND COMPENSATION ON

EMPLOYEES' WORK STRESS AT PT. PUJA PERKASA

Harries Madiistriyatno

, Ericho Agil Nugrahan

STIMA IMMI Jakarta, Indonesia

1,2

harries.madi@gmail.com

, richopujape[email protected]om

ABSTRACT

This research aims to determine and analyze the influence of work load and compensation on work

stress at PT. Puja Perkasa. The things raised in this research are: a) how big is the influence of work

load on work stress at PT. Puja Perkasa, b) how big is the influence of compensation on work stress at

PT. Puja Perkasa, c) how big is the influence of workload and compensation on work stress at PT. Puja

Perkasa. To determine the influence of the independent variable on the dependent variable partially, the

t test is used and to determine the influence of the independent variable on the dependent variable

simultaneously, Anova is used. The sample used in this research was 35 people who were saturated

samples. The data collection methods used are literature study, documentation and questionnaires. The

results of this research show that with an alpha error degree of 0.05 through the t-test it turns out that

the Workload variable significantly influences Employee Work Stress, and Compensation significantly

influences Employee Work Stress. Simultaneously, through the ANOVA test, these two variables

positively and significantly influence employee work stress.

Keywords : Workload; Compensation; Work stress

INTRODUCTION

In carrying out their duties and profession, employees are vulnerable to stress (Zulkifli et

al., 2020). Every day, in carrying out their service, an employee not only interacts with co-

workers, fellow employees, but also deals with existing regulations in the workplace and the

workload which is sometimes deemed not in accordance with their physical, psychological and

emotional conditions (Almasitoh, 2011).

Employee workload in one week as stated in article 2 of Minister of Education and

Culture Regulation Number 15 of 2018 is 40 hours per week (Sigit, 2020). Within this time, 37.5

hours are effective working hours while the remaining 2.5 hours are rest hours (Handoko, 2016).

Law Number 14/2005 concerning Employees and Lecturers, article 35 paragraph (2) regulates

the workload of employees at a minimum of 24 face to face hours and a maximum of 40 (forty)

face to face hours in 1 (one) week (Kristi, 2016). Furthermore, PP Number 74/2008 article 52

paragraph (2) confirms that the term face-to-face applies to the implementation of employee

workload related to the implementation of learning (Sabon, 2020). The employee's workload for

carrying out learning is at least 24 face-to-face hours and a maximum of 40 face-to-face hours in

1 (one) week, which is part of the Employee's working hours which in total is at least 37.5

working hours in 1 (one) week even though office employees work 40 hours per week

(Kussriyanto, 2015)

Apart from these problems, another problem that can cause stress is limited human

resources (Rohida, 2018). Where the number of tasks has not been balanced with an adequate

number of employees (Abidin, 2022). An unbalanced number of employees and patients will

cause fatigue at work because the patient's need for employee services is greater than the

employee's standard capabilities (Nitisemito, 2015). Conditions like this will have an impact on

the psychological condition of employees, such as fatigue, emotions, boredom, changes in mood

and can cause stress in employees (Herlina, 2019). Fluctuations in workload are another form of

stress trigger. At certain times the load is very light and at other times the load can be excessive.

Inappropriate circumstances like this give rise to anxiety, job dissatisfaction and a tendency to

leave work (Munandar, 2001).

Apart from that, compensation must receive attention from the leadership for employees so that

they are able to work enthusiastically so that they will produce quality services that are truly

effective and efficient (Purwanto & Sujarman, 2015)(Swastha & Sukotjo, 2016). The compensation

The Influence of Workload and Compensation on Employees' Work Stress at PT. Puja Perkasa

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given to employees is still far from sufficient (Danti, 2015).This can be seen from employees

who work more than the specified working hours, and it is not clear whether this is included in

the overtime category or simply completing work (Thoha, 2018). Apart from that, the welfare

problems experienced by employees are still far from existing standards (Manullang & Hutabarat,

2016).

RESEARCH METHOD

The method used in this research is descriptive and verification methods (Qustolani,

2017).Where the variables described in this research are workload, compensation and work

stress (Riani & Putra, 2017). The research uses verification research methods (Bahits et al., 2023).

Verification research is used to look for correlations or influences of the variables studied on

other variables, namely the independent variable and the dependent variable (Ravianto, 2019).

The research process began with a preliminary study regarding the author's interest in an

educational management problem found in the workplace environment (Hasibuan, 2015). After

seeing and paying attention to the existing problems, problem identification is carried out,

where the identification is crystallized into a problem formulation which will be described to

answer it by building a framework for thinking (Ali, 2018). The thinking framework provides a

theoretical basis for determining hypotheses, the basis of which is the problem formulation

(Supranto, 2016). Next, research is carried out based on the variable conception that has been

determined by giving questionnaires to respondents in the specified population and sample, the

results of the questionnaire are posted and then data analysis is carried out to obtain conclusions

(Adawiyah & Amelia, 2021). In this research the population is focused on all employees at the Pt.

Puja Perkasa during 2020 recorded 35 people. To determine the research object the author used

a saturated sampling technique, namely Total Sampling so that all members of the population

became the sample (Manulang, 2015). In this research, the sample members are PT. Puja Perkasa,

numbering 35 people (Sugiyono, 2017).

RESULT AND DISCUSSION

Workload Variables

Table 1

Description of the average respondent's answer for the workload variable

No.

Statement Items

Score

Perception

Every day I am faced with a lot of work

4,11

Good

I have to be responsible for a lot of work in my field

4,06

Good

I have to work faster to achieve

4,14

Good

job targets

4,11

My workload is too much so I work

4,23

Good

quicker to complete

4,23

Very good

The number of employees at my school still

feels insufficient

4,11

Very good

Limited number of employees often causes work

targets to not be completed

4,34

Breed

Total

33,34

Very good

Average Score

4,17

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Source: Results of data processing with SPSS version 25, 2021

Based on the table above, the average assessment of workload by respondents shows an

average interpretation figure of 4.17. This is in a good perception, where according to

respondents the workload is running well at Pt. Mighty Puja (Ranupandojo & Husnan, 2018).

Compensation Variables

Table 2 Description of the average respondent's answer for the Compensation Variable

No.

Statement Items

score

Perception

The holiday allowance given to employees

is adequate

3,57

Good

Health benefits provided to employees are

adequate

3,23

Enough

Providing incentives has been carried out

regularly

3,57

Good

Employees are given the same opportunity to

participate in education as well

training

3,77

Good

Employees are given commendation awards for

their work achievements

3,66

Good

Employees get recognition from

superiors for their work performance

3,37

Enough

Total

21,17

Average Score

3,53

Good

Source: Results of data processing with SPSS version 25, 2021

Based on the table above, the average compensation assessment by respondents shows an

average interpretation figure of 3.53. This is in the good perception, where compensation

according to respondents has gone well at PT. Puja Perkasa (Hendrianto & Dani, 2020).

Job Stress Variables

Table 3 Description of the average respondents' answers for the Job Stress Variable

No.

Statement Items

Score

Perception

I have been feeling headaches lately

3,40

Enough

The headache that I felt was quite disturbing to my

activities

3,80

Good

Sometimes I am provoked by emotions and irritability in

everyday life

4,06

Good

I get angry easily when there are things that I consider

unnatural

3,97

Good

Lately I have been experiencing frequent muscle tension

3,91

Good

The muscle tension that I experienced was very disruptive

to my activities

3,97

Good

I often feel Restless so that not concentrating on work

4,14

Good

I feel restless every time I get home from work

3,86

Good

Sometimes I find it difficult to concentrate so that the

target of achieving work is hampered

3,57

Good

Total

34,69

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Average Score

3,85

Good

Source: Results of data processing with SPSS version 25, 2021

Based on the table above, the average assessment of work stress by respondents shows

that the average interpretation number is 3.85 (Supartha, 2020). This is a good perception, where

work stress according to respondents has gone well at PT. Puja Perkasa (Sunaryo et al., 2022).

Summary of Research Variable Scores

Of all the answers given by respondents related to research conducted at PT. Puja Perkasa

in the following table describes the score values and categories of scores obtained as follows:

Table 4 Scores and Value Categories

Variable

Perception

Workload

Good

Compensation

Good

Work stress

Good

Total

Average score

Source: Results of data processing with SPSS version 25, 2021

From the table above it can be concluded that, Workload, Compensation and Work Stress

at PT. Puja Perkasa is in the good category with an average score (Pitono & Averus, 2018).

Path Analysis

The Influence of Workload and Compensation on Work Stress PT Puja Perkasa

To reveal the influence of a variable or set of variables on other variables, Path Analysis

can be used which has been developed by Sewall Wright (Afrizoni, 2019). In this path analysis,

the magnitude of the influence of one variable on other variables, both directly and indirectly,

can be known. Before making a decision regarding the magnitude of the influence of a variable

on other variables, hypothesis testing is first carried out, either as a whole or individually (Di

Filippo, 2017).

Simultaneous Influence of Hypotheses

To find out whether the independent variables, namely Work Load (X1) and

Compensation (X2) simultaneously influence PT (Siagian, 2019). Puja Perkasa, is carried out

using path analysis and the software used is SPSS version 25 (Barusman & Rama, 2019). The

output results from SPSS processing are as follows:

Table 5

Results of Linear Regression of Workload (X1) and Compensation (X2) on Employee Work Stress (Y)

Simultaneously

Model Summary

Model

Square

Adjusted R

Square

Std. Error of

the Estimate

Durbin-

Watson

.905

.819

.808

1.775

.451

a. Predictors: (Constant), KOMPENSASI, Beban Kerja

b. Dependent Variable: STRESS

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Source: Results of data processing with SPSS version 25, 2021

Table 6 Anova

ANOVA

Model

Sum of

Squares

Mean

Square

Sig.

Regression

456.695

228.347

72.457

.000

Residual

100.848

3.152

Total

557.543

a. Dependent Variable: STRESS

b. Predictors: (Constant), COMPENSATION, Workload

Source: Results of data processing with SPSS version 25,2021

Based on the table above, the ANOVA section shows that the p-value is sig. 0.000b < 0.05

means the calculated significance level is 0.000 < 5% significance level. Meanwhile, the

correlation R = 0.905, which means there is a fairly low correlation between Workload and

Compensation for Employee Work Stress (Ulinuha, 2017).

The decisions from simultaneous hypothesis testing are:

H0 is rejected and Ha is accepted, meaning that workload and compensation have a

simultaneous effect on employee work stress. The magnitude of the simultaneous effect is 81.9%

(R2 = 0.819). Meanwhile, the remaining 18.1% was influenced by other factors that were not

researched.

Next, the correlation value between the variables Workload, Discipline and Employee

Work Stress is calculated. The SPSS output results are as follows:

Table 7 Result of Calculation of Employee Workload and Work Stress

Correlations

STRESS

Workload

COMPENSATION

Pearson

Correlation

STRESS

1.000

.812

.811

Workload

.812

1.000

.609

COMPENSATION

.811

.609

1.000

Sig. (1-tailed)

STRESS

.000

Workload

.000

COMPENSATION

.000

STRESS

Workload

COMPENSATION

Source: Results of data processing with SPSS version 25, 2021

From the table above, it can be concluded that the relationship between the workload

variable (X1) and compensation (X2) has a value of 0.609 when consulted with the

interpretation table of r values (correlation), it has a moderate level of relationship and is in the

same direction because the value is positive (Maianto, 2021). The correlation X1 and X2 is

overall significant because the significance number (0.000) is smaller than 0.05 (Irawan et al.,

2019).

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Partial Hypothesis Testing

Based on the theoretical framework that there is a positive influence between Workload

and Compensation on Employee Work Stress, the next test will be used to determine or test the

influence of each variable as in the output results of the following linear regression calculation:

Table 8

Results of Partial Linear Regression Calculation of Workload (X1) and

Compensation (X2) on Work Stress (Y)

Coefficients

Model

Unstandardized

Coefficients

Standardized

Coefficients

Sig.

Std. Error

Beta

(Constant)

8.704

2.555

3.406

.002

Workload

.515

.096

.506

5.343

.000

COMPENSATIO

.433

.082

.503

5.307

.000

a. Dependent Variable: STRESS

Source: Results of data processing with SPSS version 25, 2021

For partial hypothesis testing, for the Workload variable (X1) the p-value < 0.05, and

for the Compensation variable (X2) the p-value is 0.000 < 0.05 (Maianto, 2021).

The decision from the partial hypothesis test is:

1) First hypothesis: H0 is rejected and Ha is accepted, meaning that Work Load (X1)

has a partial effect on Employee Work Stress (Y).

2) Second hypothesis: H0 is rejected and Ha is accepted, meaning that Compensation

(X2) has a partial effect on Employee Work Stress (Y) (Podgorecki et al., n.d.).

Based on the calculation results above, the model path coefficient values for the

influence of Workload (X1) and Compensation (X2) on Employee Work Stress (Y) are as

follows (Indrawan et al., 2022):



Akar (1-R )

= 0,425

Figure 1

Path Coefficient Value of Influence of Workload (X1) Compensation (X2) and Employee Work

Stress (Y)

The calculation of the influence of Workload (X1) and Compensation (X2) on Employee Work

Stress (Y) is as follows:

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Table 9 Calculation Results of Direct and Indirect Effects of Workload (X1) and Compensation (X2) on

Employee Work Stress (Y)

Variable

Direct influence to

Indirect Influence

Total

Pegaruh

Workload

)

0,506 = 50,6%

0,609 x 0,503 =

0,306 = 30,6%

0,812 =

81,2%

Compensation

(X2)

0,503 = 50,3%

0,609 x 0,506 =

0,308= 30,8%

0,811 =

81,1%

Total Pengaruh Simultan X1 dan X2 thd Y = R

0.819=

81,9%

Source: Results of data processing with SPSS version 25, 2021

Based on the table above, the direct and indirect influence of workload variables (X1) or

compensation (X2) on employee work stress (Y) has the following meaning (Hertati, 2015):

1. Variable X1 has a direct effect of 50.6% greater than the indirect effect of 30.6%

2. Variable X2 has a direct effect of 50.3% greater than the indirect effect of 30.8%

3. Variable X1 is more dominant in influencing Var Y by 81.2% compared to Var X2 which

is 81.1%

4. The simultaneous influence of X1 and X2 on Y is 81.9%sebesar 81,9%

CONCLUSION

Employee workload at PT. Puja Perkasa has been running well, so that an overview

based on research results is obtained in the good category; Compensation at PT. Puja Perkasa

has been running well, so that an overview is obtained based on research results in the good

category; Employee work stress at PT. Puja Perkasa is good, so an overview is obtained based

on research results in the good category; There is a simultaneous influence between workload

and compensation on work stress. However, if viewed partially, workload has a more dominant

influence on employee work stress compared to compensation.

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