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This study investigates the effect of role stress and job resources on emotional exhaustion, with work-family conflict as a mediating variable among higher education personnel. Employing a quantitative research design with a causality analysis approach, data were collected through a structured questionnaire using a five-point Likert scale. The sample consisted of 200 educational staff at XYZ institution in Bogor Regency, including civil servants, permanent employees, and contract workers. Data analysis was conducted using the Structural Equation Modeling-Partial Least Squares (SEM-PLS) technique with SmartPLS 3 software. The findings revealed that role stress has a positive and significant impact on emotional exhaustion, indicating that increased stress from role demands contributes to higher levels of emotional fatigue. Conversely, job resources were found to have no significant direct effect on emotional exhaustion. Furthermore, work-family conflict significantly mediated the relationship between role stress and emotional exhaustion, suggesting that stress from conflicting work and family demands intensifies emotional exhaustion. However, work-family conflict did not mediate the relationship between job resources and emotional exhaustion. These results emphasize the critical need for effective stress management strategies and support systems that can help reduce work-family conflict to maintain the emotional well-being of education personnel. This study contributes to understanding the psychological dynamics in the workplace and provides insight into improving employee resilience and productivity in educational institutions.

The rise of authoritarian leadership in higher education institutions has become a pressing global issue, affecting academic freedom, institutional autonomy, and the wellbeing of faculty and students. This phenomenon, observed not only in traditionally authoritarian countries but also in democratic contexts, manifests through centralized power, top-down decision-making, and suppression of critical voices. Despite its growing prevalence, empirical research on authoritarian leadership in academia remains limited, with significant gaps in understanding its contextual dynamics, direct impacts on academic communities, and cross-cultural variations. Recent studies have introduced novel theoretical frameworks tailored to academic settings and employed innovative mixed-method approaches to explore mediating factors such as emotional exhaustion and moderating personality traits. These advances have highlighted the complex and contextual nature of authoritarian leadership’s effects, which generally undermine innovation, morale, and performance, although it may increase compliance in specific situations. The negative consequences of authoritarian leadership are evident in reduced creativity and critical thinking, which are fundamental to the academic mission. Faculty members and students may experience heightened stress, diminished job satisfaction, and a decline in engagement. However, some studies suggest that in certain environments, authoritarian leadership can impose order and enhance efficiency in situations requiring immediate decisions. This paper underscores the urgent need for further research and practical interventions to promote adaptive, collaborative, and wellbeing-oriented leadership models in higher education. Such leadership approaches are essential to foster institutional resilience, democratic governance, and inclusive educational practices in an era of global uncertainty and disruption. By shifting towards more participatory leadership styles, higher education institutions can better address the evolving needs of faculty and students, ensuring a thriving academic environment that supports innovation, diversity of thought, and overall wellbeing.

The purpose of this study was to determine the effect of occupational stress, job embeddedness on employee life satisfaction at PT Wahana Exspress in Karanganyar. The population in this study were employees of PT Wahana Prestasi Logistik, totaling 120 employees. The sampling technique was purposive sampling technique.. Purposive sampling is a technique for determining samples with certain considerations, so that the sample in this study was 84 respondents. Data collection techniques using questionnaires, literature study and observation. Data analysis using instrument test, classical assumption test, descriptive analysis, instrument test, multiple linear regression test, t test, F test and coefficient of determination test. The t test results show that occupational stress has a significant and negative effect on employee life satisfaction at PT Wahana Express in Karanganyar, it is proven to be true, and job embeddeness has a significant and positive effect on employee life satisfaction at PT Wahana Express in Karanganyar, it is proven to be true. The results of the F test in this study have a calculated F value of 213.584 with a significance value (p.value) of 0.000 <0.05. The test result of the coefficient of determination (R²) for this model is 0.837 or 83.7%.

The increasing presence of Generation Z (Gen Z) in the banking industry presents unique challenges, especially in highly regulated work environments. Gen Z employees prioritize work-life balance, seek continuous personal and professional development, and expect a more flexible and transparent workplace culture. However, the stringent regulatory requirements in the banking sector impose high job demands, administrative burdens, and intense supervision, which may lead to significant job stress among young employees. This study aims to explore the experiences of Gen Z employees in coping with regulatory pressures in the banking industry and to identify their adaptation strategies to manage workplace stress. Using a qualitative approach, the research investigates how leadership styles, job autonomy, and financial well-being influence Gen Z's stress levels and job satisfaction. Findings indicate that supportive leadership, clear communication, and flexible work arrangements can mitigate stress and enhance employee retention. The study offers practical recommendations for financial institutions to implement employee-centred policies that align with Gen Z's expectations while maintaining compliance with industry regulations.  

One of Halim Perdanakusuma Airport (HLP) units is the Terminal and Landside Service unit. Terminal Inspection Service (TIS) units in the unit and Customer Service (CS) have different job descriptions. However, at this HLP airport, some employees do work that is not part of their job description, namely TIS unit employees who do CS work, or vice versa. This condition indirectly impacts the workload and self-efficacy of employees in the TIS and CS units on work stress. This study aims to determine whether there is an influence between workload and work stress, the influence of self-efficacy on work stress, the influence of workload and self-efficacy simultaneously on work stress, and the coefficient of determination. This study uses a quantitative method with partial test hypothesis testing and simultaneous testing. Data was collected by distributing questionnaires containing 36 questions to 30 employees from the TIS and CS units. Before being distributed, the data had been validated and reliable. The data was then analyzed using the t-test (partial test), the f-test (simultaneous test), and the coefficient of determination. The study's results showed that (1) workload significantly affected work stress with a sig. Value of 0.000; (2) self-efficacy significantly affected work stress with a sig. Value of 0.000; (3) workload and self-efficacy simultaneously affected work stress with a sig. value of 0.000; and (4) the coefficient of determination obtained a result of 72.9%.

Nurse is power vulnerable health​ experiencing Culture Shock, namely difficulty adapt with environment Work new that has difference culture. A preliminary study was conducted at the Sultan Agung Islamic Hospital in Semarang on 12 nurses. show that 89.85% experienced Culture Shock. Of them, 71.05% faced stress Work light, 78.95% stress Work moderate , and 85.53% stressed Work weight . This result indicates the need study more carry on For evaluate connection between Culture Shock and level stress Work nurse , so that step intervention can formulated for quality service health. Analyze connection between Culture Shock and level stress Work nurse at Sultan Agung Islamic Hospital, Semarang. Study quantitative with cross-sectional design, conducted on 95 nurses at the Sultan Agung Islamic Hospital in Semarang using total sampling technique . Data collected use valid and reliable questionnaire , with analysis using the Chi-square. Based on results study This show that from 95 nurses implementers at the Sultan Agung Islamic Hospital in Semarang, as many as 20,0% experienced Culture Shock in the category less , 33,7% category enough , and 46,3% category good . Meanwhile that , level stress Work shows 56,8% in category light , 33,7% category medium , and 9,5% category heavy. Study This conclude that there is connection significant between Culture Shock and level stress Work nurses at Sultan Agung Islamic Hospital Semarang (p = 0.000).

Excessive workload can cause work stress among nurses, impacting their performance and the quality of healthcare services. Nurses in inpatient wards often experience this due to high job demands and a large number of patients. This study aims to analyze the relationship between workload and work stress levels among nurses in the inpatient ward of RSI Sultan Agung Semarang. This quantitative research employed a correlational design. A total of 100 nurses from the inpatient ward of RSI Sultan Agung Semarang were selected using total sampling. Data were obtained from a questionnaire measuring physical and psychological workload aspects and work stress indicators such as emotional exhaustion and decreased personal accomplishment. Data were analyzed using the Chi-Square test. The majority of respondents (82.8%) had a moderate workload, while most (76.8%) experienced moderate work stress. Bivariate analysis indicated a significant relationship between workload and work stress levels (< 0.05). A high workload significantly contributes to boost work stress levels among nurses in the inpatient ward of RSI Sultan Agung Semarang. Effective workload management strategies, such as adjusting nurse-to-patient ratios and providing stress management programs, are necessary to improve nurse well-being and enhance the quality of healthcare services

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 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.

Stress and burnout among healthcare workers represent a global crisis with significant implications for psychological and physical health, job performance, and interpersonal skills. These conditions are linked to anxiety, depression, suicidal ideation, substance use, poor quality of life, digestive disorders, and cardiovascular diseases. Burnout is characterized by emotional fatigue, depersonalization, and reduced personal accomplishment, often caused by chronic workplace stress. Factors such as demographics, fatigue, and resilience influence its development and severity. Traditional stress management interventions, such as counselling and leave, often prove insufficient in addressing these challenges. Recent advancements in Artificial Intelligence (AI) provide innovative tools for stress and burnout management, including mobile applications offering mindfulness, meditation, and self-care resources. AI systems like IBM Watson and Google DeepMind are being tested to enhance accessibility and effectiveness in stress management. Additionally, Stress Inoculation Training (SIT), involving methods such as meditation, yoga, cognitive-behavioural therapy, and biofeedback, has been recognized as a proactive approach to mitigating stress. This review explores the factors contributing to stress and burnout in healthcare workers and evaluates interventions aimed at improving well-being and productivity, emphasizing the potential of AI and SIT in preventing and managing these conditions.

This research aims to test how much influence workload and work environment have on employee performance with work stress as an intervening variable at the Department of Highways, Cipta Karya and Spatial Planning, West Sumatra Province. The sample in this study consisted of 53 respondents. The population in this study were employees of the Secretariat of the Department of Highways, Cipta Karya and Spatial Planning, West Sumatra Province. (1) There is a positive and significant influence between Work Load and Work Stress at the Department of Highways, Cipta Karya and Spatial Planning. (2) There is a positive and significant influence between the Work Environment on Job Stress at the Bina Marga Cipta Karya and Spatial Planning Service. (3) There is a positive and significant influence between Workload on Employee Performance at the Highways, Cipta Karya and Spatial Planning Services. (4) There is no positive and significant influence between the Work Environment and Employee Performance at the Bina Marga Cipta Karya and Spatial Planning Service. (5) There is a positive and significant influence between Job Stress on Employee Performance at the Highways, Cipta Karya and Spatial Planning Services. (6) Work Stress is accepted/mediated by Work Load on Employee Performance. (7) Work Stress is accepted/mediated by Work Environment on Employee Performance.

Turnover Intention influenced by a combination of individual, organizational, and work environment factors. In this context, psychological theories such as Herzberg's two-factor theory can help understand this dynamic by dividing factors that influence job satisfaction into motivators and hygiene factors. Motivators, such as recognition and achievement, contribute to higher job satisfaction, while hygiene factors, such as working conditions and management policies, play a role in preventing dissatisfaction. This study aims to explore the relationship between job satisfaction, job stress, managerial support, and employee engagement on turnover intention in various sectors. This study uses a quantitative approach with a Likert scale-based survey to collect data, which were analysed using Pearson correlation tests and multiple linear regression. The results showed that job satisfaction and managerial support have a significant negative relationship with turnover intention, while job stress shows a significant positive relationship. In addition, employee engagement through organizational citizenship behaviour (OCB) has been shown to reduce turnover intention even though the level of job satisfaction is low. This study provides practical implications for organizations to design employee retention strategies through stress management, increasing job satisfaction, and managerial support. This study contributes to the enrichment of the literature on human resource management, particularly in understanding the dynamics of turnover intention, and recommends further research with a longitudinal approach to validate the results in other sectors.

The purpose of this study was to examine the effects of leadership style and work stress on turnover intention. A quantitative approach was employed, with the research focusing on a causal, or cause-and-effect, relationship. Data were collected through surveys using questionnaires distributed to participants selected as the study's subjects. Causal research aims to identify the cause-and-effect relationships between variables, specifically the independent and dependent variables. This study utilized a saturated sampling technique, where the entire population—comprising 35 employees—was included in the sample. Structural Equation Modeling (SEM) with Partial Least Squares (PLS) analysis was conducted using the Smart PLS 3.2.9 software. The study's findings revealed that leadership style directly influences turnover intention, while work stress does not significantly impact turnover intention.

This research aims to determine the effect of work stress on employee performance at PT Sumber Cipta Multiniaga Yogyakarta. Data collection techniques in this research were obtained by observation, interviews, questionnaires, documentation and literature study. The data source uses a questionnaire. The population in this study were all employees of PT Sumber Cipta Multiniaga Yogyakarta, totaling 37 employees. The sampling technique in this research was 100% of the total population so that the sample was 37 people. The data analysis technique used is simple linear regression analysis, coefficient of determination and partial testing (t test). The result of the simple regression equation is Y = 1.460+0.898X, meaning the constant value is 1.460. This means that if the work stress variable is 0 (zero), then the level or magnitude of the employee performance variable is 1,460. A value of 0.898 means that if the value of the work stress variable increases by 1 unit and other variables are considered constant, employee performance will increase by 0.898. The results of the calculation of the coefficient of determination show that the R Square is 0.526. This means that the work stress variable contributes 52% to employee performance. The remaining 48% of employee performance is influenced by other variables such as leadership, motivation and work environment. The results of the t test show that tcount is greater than ttable (6,227 > 1.689) and the significant level is (0.000 < 0.05), so Ho is rejected and Ha is accepted, which means there is a positive and significant influence between work stress on employee performance at PT Sumber Cipta. Multicommerce. Based on the results of the research and analysis that has been carried out, the author provides suggestions, namely PT. Sumber Cipta Multiniaga Yogyakarta should pay attention to and maintain the psychological condition of its employees, because this can result in a decline in employee performance    

This article aims to analyze the representation of the journalist profession in the novel Bulan Terbelah di Langit Amerika by Hanum Salsabiela Rais and Rangga Almahendra. Through Alfred Schutzl's representation theory approach, this study explores how the journalist profession is depicted in facing ethical, social, and professional challenges. The main focus of this study is on the character of Hanum who struggles to find sources, compose articles with sensitive themes, and face moral dilemmas amidst the issue of Islamophobia after the 9/11 tragedy. This study uses a qualitative method with text analysis to reveal the journalism process that Hanum undergoes as a reflection of the dynamics of the profession in the real world. The findings show that the journalist profession is depicted as a job that requires integrity, courage, and the ability to bridge different perspectives in stressful situations. This article is expected to provide insight into how literary works can represent the journalist profession and inspire further discussion on the role of journalism in shaping public perception.

As an institution that has a crucial role in election supervision, Bawaslu Bali Province, it is important to pay attention to employee job satisfaction can affect the quality of supervision and efficiency of the work process. Employees who have greater satisfaction with their work tend to provide healthy and positive results for the organization. The existence of problems encountered related to the satisfaction of Bawaslu Bali Province employees in working, it is necessary to identify factors that contribute to employee job satisfaction. The purpose of this study was to determine Work Stress in Mediating the Impact of Workload on Job Satisfaction of Bawaslu Bali Province Employees. This research will be conducted at the Bali Province Election Supervisory Agency. The objects of research are workload, job satisfaction, and job stress. The population in this study were 35 employees of the Bali Province Election Supervisory Agency (Bawaslu). The sample in this study used the entire population, namely 35 employees of Bawaslu Bali Province. The data collection technique used was the survey method by distributing statements given to all employees. The data analysis technique used was Partial Least Square using SmartPLS software. The results of the hypothesis testing that had been carried out obtained the results that workload had a negative effect on job satisfaction. Workload has a positive and significant effect on work stress. Work stress has a negative effect on job satisfaction. Work stress mediates the effect of workload on job satisfaction. The agency can pay attention to the balance between workload, work stress management in order to increase employee satisfaction.    

This study aims to analyze the relationship between Authentic Leadership, Organizational Support, and Job Demands on Employee Resilience, with Job Satisfaction serving as a mediating variable. The research focuses on employees of multinational companies in Semarang, utilizing a quantitative approach with regression analysis to evaluate direct, indirect, and interaction effects among the variables.The findings reveal that Authentic Leadership does not significantly influence Employee Resilience directly, though it demonstrates a positive trend, indicating its potential role in creating a supportive work environment for resilience development. Similarly, Organizational Support shows no significant direct effect on Employee Resilience, suggesting that individual perceptions of organizational support may be influenced by other unexamined factors. Job Demands, while having a positive relationship with Employee Resilience, are also not statistically significant, implying that well-managed work demands may positively contribute to resilience without imposing excessive stress.Job Satisfaction as a mediating variable does not significantly explain the relationship between independent variables and Employee Resilience. Additionally, the interaction effects between Job Satisfaction and the independent variables (Authentic Leadership, Organizational Support, and Job Demands) are not significant. These findings suggest that while Job Satisfaction remains essential, its mediating or moderating role in this context is limited.Nevertheless, the overall regression model, which incorporates all variables and interactions, is statistically significant (F = 16.369; p < 0.001), indicating that the combination of these factors collectively influences Employee Resilience. This highlights the importance of considering multiple organizational factors to enhance employee adaptability and productivity.

Stress and burnout among healthcare workers represent a global crisis with significant implications for psychological and physical health, job performance, and interpersonal skills. These conditions are linked to anxiety, depression, suicidal ideation, substance use, poor quality of life, digestive disorders, and cardiovascular diseases. Burnout is characterized by emotional fatigue, depersonalization, and reduced personal accomplishment, often caused by chronic workplace stress. Factors such as demographics, fatigue, and resilience influence its development and severity. Traditional stress management interventions, such as counselling and leave, often prove insufficient in addressing these challenges. Recent advancements in Artificial Intelligence (AI) provide innovative tools for stress and burnout management, including mobile applications offering mindfulness, meditation, and self-care resources. AI systems like IBM Watson and Google DeepMind are being tested to enhance accessibility and effectiveness in stress management. Additionally, Stress Inoculation Training (SIT), involving methods such as meditation, yoga, cognitive-behavioural therapy, and biofeedback, has been recognized as a proactive approach to mitigating stress. This review explores the factors contributing to stress and burnout in healthcare workers and evaluates interventions aimed at improving well-being and productivity, emphasizing the potential of AI and SIT in preventing and managing these conditions.

Job satisfaction is a critical element for the sustainability of a company. The relationship between personal and professional life balance, commonly referred to as work-life balance, and job satisfaction has garnered significant attention because work-life balance can influence employees' satisfaction levels with their jobs. On the other hand, work stress often hinders the achievement of optimal job satisfaction. This study aims to analyze the effect of work-life balance on job satisfaction with work stress as a mediating variable. The research employs a quantitative approach conducted on the employees of CV Satya Dharma Transport, located at Jl. Bumbak Dauh No. 84, Umalas, Bali, with a total sample of 32 employees obtained through a saturated sampling method. Data collection was carried out through interviews and questionnaires. The analytical technique used is Structural Equation Modeling (SEM) with a Partial Least Squares (PLS) approach. The results of the study indicate that work-life balance has a positive and significant effect on job satisfaction, work-life balance has a negative and significant effect on work stress, work stress has a negative and significant effect on job satisfaction, and work stress significantly mediates the effect of work-life balance on job satisfaction.