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This study was conducted at PT Catur Mitra Sejati Sentosa, where high work pressure was observed due to daily production or sales targets that must be achieved within 8 working hours. Employees who fail to meet these targets are not allowed to leave on time, leading to increased workload and work stress. This condition is suspected to significantly affect employee productivity. The aim of this research is to examine the influence of workload and work stress on employee productivity, both partially and simultaneously. The research uses a quantitative approach with a survey method by distributing questionnaires to 51 respondents. Data analysis was carried out using SPSS version 26 through validity and reliability tests, classical assumption tests, multiple linear regression analysis, t-tests, and F-tests. The findings of the study indicate that workload has a significant effect on employee productivity, as does work stress. Both workload and work stress are positively correlated with lower productivity levels. Moreover, when assessed together, both variables also simultaneously influence productivity significantly. This suggests that the company’s high work pressure, driven by unmet targets, contributes directly to reduced work efficiency and increased stress. Therefore, the company needs to manage workload and work stress effectively, ensuring that work expectations are realistic and that employees are given adequate support to meet these expectations. Optimizing these factors can enhance employee productivity, reduce stress, and improve overall company performance.

Job satisfaction is a crucial indicator in achieving optimal employee performance. Satisfied employees tend to be more productive and perform better in their roles. Various factors affect job satisfaction, including career development and work-life balance. Career development provides direction and motivation for employees to reach higher career levels, enhancing their sense of achievement and attachment to their work. Meanwhile, work-life balance plays an essential role in maintaining a balance between work responsibilities and personal life. A good balance helps prevent stress, burnout, and improves overall employee well-being. This study aims to examine the impact of career development and work-life balance on job satisfaction among production employees in the Speaker Department at PT X. The research used a quantitative method with a causal associative approach. Total sampling was applied, involving 71 respondents from the department. Data were collected through direct observation and questionnaires focusing on employees' perceptions of career development and their work-life balance. The collected data were analyzed using SPSS version 23 with various statistical tests, including validity, reliability, classical assumption tests, multiple linear regression, t-tests, f-tests, and the coefficient of determination. The results showed that both career development and work-life balance positively and significantly influence job satisfaction, both partially and simultaneously. These two factors collectively impact the job satisfaction levels of employees in the company. These findings offer strategic insights for human resource management, which can be used to design better policies that support employee satisfaction and performance.

This study was conducted at Family Pharmacy in Pekanbaru City with the objective of examining the relationship between emotional intelligence and work stress, as well as their combined effect on employee performance. The research population consisted of all 150 employees in the production department. Using the Slovin formula, a sample of 60 respondents was selected through accidental sampling. Data collection was carried out via an online questionnaire distributed through Google Forms. The analytical methods employed were correlation analysis to assess the relationship between variables and multiple linear regression to measure their simultaneous influence on performance. The results indicated a negative relationship between emotional intelligence and work stress, meaning that employees with higher emotional intelligence tended to experience lower levels of work stress. Furthermore, when examined together, emotional intelligence and work stress had a significant impact on employee performance. Specifically, these two variables contributed 47.4% to the variance in performance, while the remaining 52.6% was influenced by other factors not addressed in this study. The findings highlight the importance of emotional intelligence as a critical factor in managing workplace stress and enhancing performance, especially in the pharmaceutical industry where precision, cooperation, and adaptability are essential. Improving employees’ emotional intelligence may serve as a strategic approach to reducing work-related stress and fostering better performance outcomes. Organizations are therefore encouraged to invest in training and development programs that emphasize emotional regulation, empathy, interpersonal skills, and effective communication. Future research should consider incorporating additional variables such as work motivation, organizational culture, leadership style, and job satisfaction to gain a more comprehensive understanding of the determinants of employee performance. Expanding the research scope to different departments and industries could also provide broader insights into how emotional intelligence and work stress interact across diverse work settings.

This study aims to analyze the impact of work discipline, work-life balance, and employee engagement on employee performance at PT Globalindo Intimates Klaten. The population for this research consisted of approximately 3,000 employees, with a sample of 97 respondents selected using purposive sampling. This sampling method was employed to target employees who met specific criteria relevant to the research objectives. The data for the study were collected through a questionnaire that utilized a Likert scale, and the analysis was conducted using SPSS software. The analytical process included validity and reliability tests, classical assumption tests, and hypothesis testing. The results of the study indicated that work discipline, work-life balance, and employee engagement had a positive and significant effect on employee performance, both independently and in combination. Specifically, work discipline plays a key role in ensuring that employees adhere to organizational rules and regulations, which contributes to improved performance. Work-life balance helps employees manage their personal and professional lives, reducing stress and improving overall job satisfaction, which in turn enhances performance. Employee engagement, which refers to the level of enthusiasm and commitment employees have toward their work, was found to significantly influence their performance as well. The study suggests that organizations should focus on fostering a strong work ethic, providing support for work-life balance, and increasing employee engagement in order to improve overall performance. The findings emphasize that when employees are disciplined, maintain a healthy work-life balance, and are engaged with their work, their productivity increases, leading to improved outcomes for the organization. This research highlights the importance of these factors in creating a motivated and high-performing workforce, and the results can be used to inform human resource strategies in other organizations aiming to improve employee performance and achieve organizational success.

This study investigates the correlation between mental health and turnover intention among working students at STIE IBMI Medan who fulfill dual roles as both students and employees. These individuals are particularly vulnerable to psychological stress arising from academic responsibilities and workplace demands. The objective of this research is to examine the influence of mental health on their tendency to resign from their jobs. An associative quantitative research method was adopted, with data collected through structured interviews involving 71 respondents. The analysis was conducted using simple linear regression via the SPSS application. The findings reveal that mental health has a significant negative effect on turnover intention, with a significance value of 0.001. This suggests that students who experience better mental health are less likely to consider leaving their jobs. The coefficient of determination (R Square) is 14.6%, indicating that mental health explains 14.6% of the variation in turnover intention. The remaining 85.4% may be attributed to other contributing factors, such as high work pressure from supervisors, poor work-life balance, financial stress, inflexible schedules, and lack of organizational support. The implication of these results is that efforts to support and maintain the psychological well-being of working students are essential for reducing employee turnover. Educational institutions and employers should collaborate to create supportive environments through counseling services, flexible scheduling, mental health awareness programs, and policies that accommodate the dual responsibilities of student workers. By addressing these mental health concerns, institutions can improve student performance and job retention simultaneously. This study highlights the importance of integrating mental health strategies in workforce and academic management, especially for populations that manage competing academic and professional obligations.

At PT Win Access Telecommunication Banjarmasin, the target-based salary system that drives performance actually causes stress and dissatisfaction due to the imbalance of compensation and a less supportive work environment, which has a negative impact on motivation, productivity, and stability of the company, so a comprehensive assessment is needed to create optimal working conditions according to the needs of employees and the organization. The objectives of this study are to: 1) Determine and test the effect of salary on employee performance at PT Win Access Telecommunication Banjarmasin; 2) Determine and test the effect of the work environment on employee performance at PT Win Access Telecommunication Banjarmasin, and; 3) Determine and test the effect of salary and work environment on employee performance at PT Win Access Telecommunication Banjarmasin. This quantitative study examines the effect of salary and work environment on employee performance at PT Win Access Telecommunication Banjarmasin in March-June 2025 with a sample of 84 out of 509 employees using a Likert scale questionnaire, data were analyzed through descriptive statistics, validity tests, reliability, classical assumptions, multiple linear regression, and partial and simultaneous hypothesis tests to determine the relationship between variables significantly. The results of this study are: 1) There is a significant influence between Salary partially on the performance of PT Win Access Telecommunication Banjarmasin; 2) There is a significant influence between Work Environment partially on the performance of PT Win Access Telecommunication Banjarmasin), and; 3) There is a significant influence between salary and work environment simultaneously on the performance of PT Win Access Telecommunication Banjarmasin.

This study aims to examine and analyze the influence of work stress and work environment on employee performance at PT Yamaha Motor Electronics Indonesia. The research involved 50 respondents selected using a purposive sampling technique, targeting employees who have worked for at least one year. Data collection methods included questionnaires, observation, and literature study. The data were analyzed using data quality tests (validity and reliability), classical assumption tests, multiple linear regression analysis, hypothesis testing (t-test and F-test), and the coefficient of determination (R²), all processed with the assistance of SPSS version 25.The results showed that, based on the partial t-test, the work stress variable had a negative and significant effect on employee performance with a t value of -7.862 > t table 2.011, while the work environment variable had a positive and significant effect with a t value of 5.543 > t table 2.011. Simultaneously, both variables significantly affected employee performance, as indicated by an F value of 43.229 > F table 3.20 and a significance value of 0.000. The Adjusted R Square value of 0.633 indicates that 63.3% of the variation in employee performance can be explained by work stress and work environment.    

In the current era of globalization, human resources in a company play a very important role. The concentration of human resources is centered on people who have work ties in the company so that they can improve employee performance in it. One of the things that most affects employee performance is job dissatisfaction. Researchers added counterproduction work behavior as a mediating variable to consider employee reasons, why employees feel work stress towards job dissatisfaction. This study aims to determine the effect of work stress on job dissatisfaction with counterproduction work behavior as a mediating variable. This type of research is quantitative with an associative nature. The population in this study were employees of the Wayhalim branch of Mie Gacoan with a sample of 53 respondents, because this study used a non-probability sampling technique which was a saturated sampling type. Data processing with SmartPLS. Based on the research that has been done, the results are in accordance with the research hypothesis, namely that there is a positive and significant influence between work stress and job dissatisfaction. Work Stress has a positive and insignificant effect on counterproduction work behavior. Counterproduction work behavior has a positive and insignificant effect on job dissatisfaction. Counterproduction work behavior has a positive and insignificant effect on Job Stress and job dissatisfaction.  

This study aims to examine the mediating role of work motivation on the effect of work stress on employee performance. The sample consisted of 140 employees selected using purposive sampling technique. Data were collected through questionnaire distribution. The data analysis technique employed in this study was Structural Equation Modeling (SEM) based on variance or component-based SEM known as Partial Least Squares (PLS). The results indicate that work stress has a negative and significant effect on employee performance. Work motivation has a positive and significant effect on employee performance. Work stress has a negative and significant effect on work motivation. Furthermore, work motivation mediates the effect of work stress on employee performance. Theoretically, the findings support previous research through the lens of Self-Determination Theory. Practically, the results provide valuable insights for companies to manage work stress effectively in order to improve employee performance and to enhance employee work motivation.

Public service is an activity or a series of efforts to fulfill the service needs of the community. The public services received by the community come from the government's performance in providing services, which must be excellent and consistent. One of the public services in society is provided by Kader Surabaya Hebat, an organization that serves the community at the smallest level of government. Various issues arise, including workload, lack of training, and inadequate appreciation compared to the workload given. These factors contribute to problems such as work stress or burnout. The tendency for burnout or work stress can be experienced by public service workers due to high work pressure and job demands. Additionally, the work environment also significantly affects the emergence of burnout. Thus, the research problem raised in this study is how burnout affects the public service performance of Kader Surabaya Hebat in Tembok Dukuh Village, Surabaya City. The purpose of this research is to describe and analyze the effect of burnout on the public service performance of Kader Surabaya Hebat in Tembok Dukuh Village, Surabaya City. This study employs a descriptive research type with a quantitative approach and data analysis techniques using the Simple Linear Regression method. The results of this study indicate that burnout or work stress has a significant influence, with a strength of 83.4%, classified as very strong, and has a negative impact on the public service performance of Kader Surabaya Hebat in Tembok Dukuh.

Working from home can improve employee performance but also pose challenges for employees. Employees who work from home will avoid distractions at the office, have a better work-life balance and avoid office politics. But on the other hand, working from home can also increase stress in employees due to the increase in video conferences compared to face-to-face meetings felt by employees, so that high organizational commitment is needed so that employees can continue to face existing challenges and maintain their performance. This study aims to determine the effect of working from home on employee performance with organizational commitment as a moderating variable in Indonesia. The method used in this research is quantitative method with purposive sampling technique. The total respondents in this study were 240 respondents from all over Indonesia. For hypothesis testing, the moderated regression test using Moderated Regression Analysis (MRA) by Hayes and t test were used. The results showed that working from home has a positive and significant effect on employee performance. Other results show that organizational commitment does not moderate the positive effect of working from home on employee performance. Therefore, companies can create monthly evaluation activities, performance support systems and involve employees in every process of formulating company policies. Therefore, companies can create monthly evaluation activities, performance support systems and involve employees in every process of formulating company policies.

This study aims to determine the effect of training, compensation, and work facilities on employee performance at the Regional Disaster Management Agency (BPBD) of Langsa City. The approach used in this research is quantitative, with a population of 156 employees. The sample determination in this study is a random sampling technique, and the calculation uses the Slovin formula with an error rate of 5% (0.05), so that the number of respondents in this study is 112 people. The data analysis method used is multiple linear regression, t test for partial analysis, F test for simultaneous analysis, and the coefficient of determination test (Adjusted R²). So from the results of multiple linear regression, the equation Y = 10.491 + 0.247X₁ + 0.275X₂ + 0.255X₃ is obtained. Thus, based on the t-test results, it shows that training has a significant value (t sig.) of 0.000 < 0.05, compensation of 0.001 < 0.05, and work facilities of 0.012 < 0.05. This result indicates that training, compensation, and work facilities significantly affect employee performance at BPBD Langsa City. Furthermore, the F test results show a significant value (F sig.) of 0.000 < 0.05, which explains that training, compensation, and work facilities simultaneously significantly influence employee performance. The coefficient of determination test (Adjusted R²) produces a value of 0.336, which indicates that the variables of training, compensation, and work facilities affect employee performance by 33.6%. The remaining 66.4% is influenced by other variables not included in this study, such as occupational safety and health (OHS), work stress, work experience, competence, workload, job satisfaction, work culture, work discipline and external organisational factors.

The background of this research aimed to: (1) determine the description of employee performance, workload, and work stress; (2) analyze the influence of Workload and Job Stress on employee performance both partially and simultaneously.The population in this research were employees of the Sikka Regency Regional Revenue Agency, totaling 61 people. This research was carried out with a sanmpling technique or saturated sampling (total sampling). Data was collected through questionnaires and analyzed using descriptive methods and inferential statistics, namely multiple linear regression. Hypothesis testing is carried out through the F-test and t-test.The results of the descriptive analysis showed that the employee performance. Work Load and Work Stress variables were categorized as good. The statistical results of the t-test showed that the Workload variable had a positive and insignificant effect on employee performance. Furthermore, the Job Stress variable has a positive and significant effect on employee performance. The statistical results of the F test showed that simultaneously the variables Workload and Job Stress had a significant effect on employee performance. The results of the determination analysis showed that the two independent variables in this research were able to explain the fluctuation ofemplovee performance of the Regional Revenue Agency of Sikka Regency by 12.5%.

The background of this research is the employee performance of the Inspectorate Office in Sikka Regency has not been maximized. This research aimed to (1) determine the decription of work performance, work load, and work stress at the Inspectorate Office In sikka Regency and (2) analyze the influence of workload and work stress on the employee performace of the Inspectorate Office in Sikkaregercy both partially and simultaneously. The population in this research were employess of the Inpectorate Office in Sikka Regency totaling 43 people . This research was carried out by continuing to census or saturated sampling because the population was limited. Data were coocted though questionnaires and analyzed thoghdescriptive  and inferential statistical methods, namely multiple linear regression. Hypothesis testing was done though the F and t-tests. The result of descriptive analysis indicatend that the employe performance, workload,and work stress variables  were categorized as good. The statistical results of the F-test showed that together ( simultaneously ) all independemt variables consisting of workload variable (X1) and work stress variable ( X2) had a significant influence on employee performance.The statistical result of the t-test showed that individually (partially ) the workload variable ( X1) had a significant influence on the employe performance variable and then partially the work stress variable had a significant influence on the employee performance variable at the Inspectorate Office in Sikka Regency . The results of the determination analysis showed that the two independent variables in this research were able to explain the variation in the variation in the ups and downs of employee performance of 28.2%.

Considerations including work discipline, motivation, career growth possibilities, and stress may help us understand how satisfied PT. Asuransi Kredit Indonesia Kediri Branch employees are with their jobs. Using a non-probability selection strategy, this quantitative research selects a representative sample of 34 workers. Dalam SPSS versi 25, kami memeriksa kenormalan, autokorelasi, heteroskedastisitas, multikolinearitas, dan ketergantungan; kami juga memeriksa validitas dan reliabilitas. Selain itu, analisis statistik berikut dilakukan: uji-t, uji-F, analisis regresi linier berganda, dan perhitungan koefisien determinasi R². Work discipline significantly and positively affects job satisfaction, according to the study's findings (t significance value of 0.000, less than 0.05). With a t-statistic of 0.000 <0.05, it is clear that work motivation significantly impacts job satisfaction. Likewise, possibilities for professional advancement significantly impact work satisfaction in a favorable way, as shown by a t-value of 0.000 < 0.05. Also, with a t-value of 0.040 < 0.05, it is shown that work stress is positively and significantly correlated with job satisfaction. Job satisfaction is impacted by a combination of work ethic, motivation, and professional progress.

This research aims to determine the effect of Job Stress and Cyberloafing on employee performance with Job Satisfaction as an intervening variable at PDAM Payakumbuh. The method used is quantitative and the sampling method uses saturated sampling at PDAM Payakumbuh. The results of this research found that work stress has a significant positive effect on job satisfaction, Cyberloafing has no significant positive effect on job satisfaction, Job stress has a significant positive effect on employee performance, Cyberloafing has no significant positive effect on employee performance, Job stress has a significant positive effect on employee performance through Job Satisfaction, Cyberloafing has no significant positive effect on employee performance through job satisfaction at PDAM Payakumbuh.

This study examines the effective role played by corporate governance in promoting e-marketing strategies, through an applied study conducted on Al-Rasheed Bank - Palestine Street Branch. In light of the rapid developments in the digital field, organizations are increasingly relying on e-marketing tools to improve their performance, making it necessary to apply governance principles to ensure the highest levels of efficiency, transparency, and credibility. The study aims to illustrate how governance can contribute to improving the performance of e-marketing in financial institutions, With a focus on Al-Rasheed Bank as an applied model. The study seeks to achieve several objectives, including analyzing the impact of governance mechanisms on e-marketing strategies, and knowing the extent to which the application of governance is related to achieving institutional goals and improving marketing efficiency. It also aims to study how governance contributes to building a transparent and secure relationship between the organization and its customers, which enhances loyalty and expands the customer base. In addition, the study highlights the challenges that organizations may face in applying governance to e-marketing and proposes solutions to address them. The study showed that there is a strong relationship between corporate governance and e-marketing, as governance helps in defining the goals and vision of the organization, which ensures that e-marketing strategies are compatible with the general directions of the organization. Enhancing transparency and accountability also contributes to building customers' trust in the organization, which increases their positive interaction with its marketing strategies. Moreover, governance helps ensure compliance with legal and ethical standards, which enhances the organization's reputation in the market and reduces the legal risks it may face. The study relied on the descriptive and analytical approach to analyze the relationship between governance and e-marketing, with a focus on data related to Al-Rasheed Bank - Palestine Street Branch. A simple random sample of 50 employees from different departments within the bank was selected. Statistical analysis was also used to measure the impact of governance on the efficiency of e-marketing within the organization. The results of the study showed that 84% of employees believe that corporate governance plays a key role in the success of digital marketing campaigns, reflecting a broad awareness of the importance of regulatory frameworks and corporate policies in guiding digital marketing operations. 73% of employees also confirmed that there are clear governance policies within the bank, which enhances confidence in the corporate system. With regard to customer trust, 79% of employees indicated that governance contributes to improving the level of trust in the electronic services provided by the bank, while 73% of them believe that governance positively affects the process of strategic decision-making in e-marketing. Also, 71% of employees reported that there is an effective system to monitor the performance of digital marketing campaigns, which helps to evaluate performance and improve strategies based on the results achieved. However, the study noted that there are some challenges facing the implementation of governance in the field of e-marketing. 33% of employees indicated that there is a lack of regular training programs on governance practices, which may negatively affect the effectiveness of their implementation. 38% of respondents also showed weakness in the mechanisms for evaluating the effectiveness of governance in improving e-marketing. In addition, 45% of employees indicated that there are gaps in communication between the governance department and the e-marketing department, which calls for improving channels Communication to ensure the integration of efforts between different departments. Based on these results, the study provided a set of recommendations aimed at improving the application of governance in e-marketing. Among these recommendations is the need to organize training workshops to familiarize employees with governance practices and their importance in improving marketing performance. The study also recommended the use of key performance indicators (KPIs) to conduct periodic evaluations and improve marketing strategies based on the results of these evaluations. In addition, the study stressed the importance of strengthening coordination between governance and e-marketing departments to ensure the integration of efforts and achieve Better results. It also recommended updating governance policies to keep pace with developments in the field of e-marketing, in order to contribute to supporting innovation and creativity in digital marketing strategies. In conclusion, the study confirmed that corporate governance plays a vital role in improving the efficiency of e-marketing, which contributes to enhancing customer confidence, achieving regulatory compliance, and increasing the effectiveness of marketing campaigns in financial institutions, especially in Rasheed Bank. She also stressed the importance of developing periodic training and evaluation strategies to ensure the optimal application of governance principles, in a way that enhances the performance of institutions in the changing digital environment.

Work stress is a common phenomenon in various organizations and significantly impacts employee well-being and productivity. This study aims to understand the dynamics of work stress experienced by employees at the Social Services Department of Klaten, including its causes, effects, and management strategies. A qualitative descriptive method was used, with data collected through interviews and observations of five informants. The results indicate that the primary causes of work stress include ineffective communication, high workloads, limited human resources, and pressure from tight deadlines. The effects of work stress manifest in decreased productivity, physical and mental health issues, and strained social relationships. Employees adopt various coping strategies, such as seeking entertainment, isolating themselves, or relying on social support. The organization has implemented programs like capacity building, but additional policies are needed to enhance employee well-being. This study recommends improving communication, optimizing human resources, and implementing more effective stress management programs to create a healthier and more productive work environment.

This research aims to prove the influence of work ability, motivation and work stress on the performance of village officials throughout Kaliori District. The population in this study was village officials throughout Kaliori District using a saturated sample, namely a total of 167 respondents. The data analysis technique uses multiple linear regression analysis. The results of this research show that partially work ability and motivation have a positive effect and work stress has a negative effect, all of which are significant on the performance of village officials throughout Kaliori District. The Adjusted R Square value is 0.734, as is the variability of the dependent variable, namely employee performance, which can be explained by independent variables which include work ability, motivation and work stress, amounting to 73.4%, while 26.6% is explained by variations in other variables not explained in this research.

This study analyze the role of job satisfaction in mediating the relationships between work-life balance (WLB), work stress, and employee performance among Generation Z employees in Semarang coffee shops. Using a quantitative survey approach, data were collected from 151 full-time employees aged 17-27 years across 20 coffee shops. The findings indicate that WLB positively and significantly influences both employee performance and job satisfaction. Additionally, job satisfaction has a direct positive impact on employee performance and mediates the relationship between WLB and performance. Conversely, work stress was found to have no significant direct or indirect effect on performance or satisfaction. These results highlight the critical role of WLB and job satisfaction in enhancing employee productivity, while the impact of work stress appears minimal in this context. Coffee shop management is encouraged to implement flexible policies supporting WLB and to foster job satisfaction.