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The rapid development of information technology and increasing global competition require companies to continuously improve human resource performance. One effort that can be done is by paying attention to the workload received by employees and the compensation system provided. The background of this study is based on the declining trend of employee performance in the last three years, which indicates that performance is not yet fully optimal. This study uses a descriptive quantitative approach. Data were obtained by distributing questionnaires to 50 respondents working in various divisions. The data analysis technique used multiple linear regression with the help of SPSS version 25. The results of the study indicate that workload and compensation simultaneously have a significant effect on employee performance, with a coefficient of determination (R²) of 59.5%. The results show that: 1). Workload has a negative and significant effect on Employee Performance, 2). Compensation has a positive and significant effect on Employee Performance. These findings indicate that employee performance can be improved through a balanced distribution of workload and the provision of appropriate and fair compensation. The implications of this study provide a basis for companies in developing more effective human resource management strategies oriented towards improving performance.

Employee performance is one of the most important factors that determine the achievement of company goals. In the modern world of work, workload and work environment are two factors that are most often considered in influencing employee performance. As a company engaged in the service sector. As a company engaged in the field of supporting services for the oil and gas industry, PT Supraco Indonesia requires high-performing employees to provide the best service to its clients. This study aims to determine how much influence motivation and service levels have on customer satisfaction in participating in computer training. The research method used is a quantitative approach with data collection techniques using random sampling or purposive sampling, where the entire population of 56 respondents was used as a sample. The data collection instrument used a questionnaire with a Likert scale. Data analysis was carried out using SPSS 27 software with multiple linear regression techniques. The results of the study show that the company size variable in particular, Workload (X1) has a significant effect on Employee Performance with a significant t-value on the level of work environment (X2) also has a significant effect with a significant t-value simultaneously, both have a significant effect on employee performance with a calculated F-value. Meanwhile, the coefficient of determination value shows that the influence of workload and work environment on employee performance is significant.

This study analyzes the inclusive education policy in Surabaya and its impact on the performance of elementary school educators. Using a descriptive qualitative approach, data were collected through observation, interviews, and questionnaires, then analyzed using source triangulation. The findings reveal that educators show strong commitment and apply various learning strategies to accommodate students with special needs. However, significant challenges persist, including limited facilities, a shortage of qualified personnel, and insufficient specialized training. In addition, factors such as high workload and social stigma hinder the effective implementation of inclusive education. Despite these obstacles, the policy demonstrates promising potential through systemic support, collaboration with parents, and the contribution of special assistant teachers. To achieve greater effectiveness, improvements in school infrastructure, continuous professional development, and more inclusive educational environments are essential. Strengthening stakeholder cooperation between schools, local governments, and communities will further enhance the sustainability and success of inclusive education in Surabaya.

Burnout is a psychological issue often faced by Civil Servants (ASN) due to demanding job responsibilities, negatively impacting performance, motivation, job satisfaction, and productivity. Excessive workload is a primary factor contributing to burnout, making it essential to examine their relationship in the governmental context. This study investigates the perception of workload and the level of burnout among civil servants at the National Unity and Political Agency (Kesbangpol) of Jambi Province. Using a quantitative correlational approach, the study involved 65 civil servants selected through purposive sampling. Data were gathered through an online questionnaire consisting of a workload perception scale (30 items) and a burnout scale (22 items). The Pearson Product Moment correlation test with SPSS software was used for data analysis. Descriptive results showed that most respondents reported moderate to high levels for both variables. A correlation coefficient of r = 0.503 with a significance level of p = 0.001 (p < 0.05) indicates a significant positive relationship between workload perception and burnout. This suggests that higher perceived workload increases the likelihood of experiencing burnout. To reduce burnout and maintain optimal performance, balanced workload management, social support, and stress management strategies are essential for civil servants.

This study aims to determine the effect of the role of work motivation as a mediating variable between workload on employee performance at Perumda Air Minum Tirta Sakti, Kerinci Regency. The method used is quantitative analysis with data collection techniques by distributing questionnaires to 86 respondents. Data were collected using a Likert-scale-based questionnaire, and hypothesis testing used descriptive analysis techniques using SmartPLS 4 software. This study uses Outer Model testing, namely convergent Validity, Discriminant Validity, composite reliability and Inner Model testing, namely R-Square and Bootstrapping. The results of the study indicate that (1) workload has a positive and significant effect on employee performance. So the higher the workload, the higher the employee performance will be. (2) Workload has a positive and significant effect on work motivation. The higher the workload, the greater the motivation that arises in an employee. (3) Work motivation has a positive and significant effect on employee performance. If employees are motivated to work, their performance will be higher and improve. Conversely, if employees are less motivated, they will not be able to do their work well, so their performance will be less than optimal. (4) Work motivation can mediate between workload and employee performance. Employees who have high motivation can complete high workloads because this motivation encourages them to do their work with more enthusiasm and can determine efforts to achieve predetermined goals. e and Bootstrapping. The results of the study indicate that (1) workload has a positive and significant effect on employee performance. So the higher the workload, the higher the employee performance will be. (2) Workload has a positive and significant effect on work motivation. The higher the workload, the greater the motivation that arises in an employee. (3) Work motivation has a positive and significant effect on employee performance. If employees are motivated to work, their performance will be higher and improve. Conversely, if employees are less motivated, they will not be able to do their work well, so their performance will be less than optimal. (4) Work motivation can mediate between workload and employee performance. Employees who have high motivation can complete high workloads because this motivation encourages them to do their work with more enthusiasm and can determine efforts to achieve predetermined goals.

Sustainable employee performance is one of the important factors in achieving organizational competitive advantage. This study is based on the trend of declining performance in 2023 at the Proklamasi BSD ENT Hospital. The purpose of this study is to analyze the effect of human resource development and ambidexterous leadership on sustainable employee performance with job retention as an intervening variable. This type of research includes quantitative causality design. The population used is permanent employees who have worked for more than 3 years. The sampling technique is saturated sampling totaling 101 people. The data collection technique uses a questionnaire, the analysis method uses Structural Equation Modeling with the help of SPSS AMOS 26. The results of the analysis prove that simultaneously human resource development, ambidexterous leadership has a positive effect on sustainable employee performance and job retention as an intervening variable. The importance of additional training and support, improving communication regarding educational opportunities, evaluating how tasks are carried out and ensuring employees have an appropriate workload.

This study aims to analyze the influence of self-efficacy and job characteristics on the job satisfaction of freelance photographers in Surabaya. The background of this research is based on the growth of the gig economy, which has encouraged the emergence of independent work patterns where workers have the freedom to manage their own time, methods, and projects. However, this freelance work system also presents various challenges, such as project uncertainty, fluctuating workloads, and limited structured support or evaluation. In the context of freelance photography, these dynamics are particularly evident, as the work demands not only creativity but also managerial skills to organize work processes independently. This study employs a quantitative approach using a survey method with questionnaires distributed to 100 freelance photographers selected through purposive sampling. Data were analyzed using the Partial Least Squares (PLS) method. The results indicate that self-efficacy and job characteristics significantly contribute to shaping job satisfaction. Strong self-efficacy particularly previous work experience enhances freelancers’ confidence in facing challenges, while clear job characteristics, especially in terms of task identity, make them feel more directed, valued, and satisfied with their work. These findings emphasize the importance of both internal and external factors in determining job satisfaction and provide theoretical as well as practical contributions to the management of freelance workers in the creative sector, particularly in designing adaptive work strategies in the digital economy era.

This research is motivated by the importance of improving employee performance in the public sector, particularly at the Department of Education of Kediri City, which faces challenges related to work discipline, workload, and the phenomenon of cyberloafing. The study aims to analyze the influence of work discipline, workload, and cyberloafing on employee performance. A quantitative research method was employed, with data collected through questionnaires distributed to 69 respondents. The data were analyzed using multiple linear regression tests to determine both partial and simultaneous effects. The results indicate that, partially, work discipline and workload have a significant influence on employee performance, while cyberloafing has no significant effect. Simultaneously, all three variables have a joint impact on performance. These findings suggest that effective management of employee discipline and workload can enhance performance levels, whereas controlling cyberloafing behavior helps maintain productivity and work focus. Practically, this research contributes to the formulation of strategic human resource policies that can increase efficiency, optimize task distribution, and reduce unproductive online behavior among government employees.

This study examines the relationship between service quality and employee performance in influencing customer satisfaction at BPR Dhanatani Cepiring Brebes, a rural bank operating in Central Java, Indonesia. Using a qualitative descriptive approach, the research explores how the bank’s service delivery processes, employee competencies, and organizational strategies collectively shape customer perceptions and loyalty. Data were collected through interviews, direct observations, and document analysis involving both employees and customers. The results reveal that employee performance and service quality exert a significant and interdependent influence on customer satisfaction. Superior service quality characterized by reliability, responsiveness, assurance, and empathy directly enhances satisfaction and customer trust. Meanwhile, high employee performance, supported by adequate training, motivation, and managerial supervision, improves operational consistency and service delivery. However, certain limitations remain, particularly in digital literacy, workload balance, and communication efficiency. The study concludes that sustainable customer satisfaction requires an integrated strategic framework that combines continuous human resource development, performance appraisal, and service process innovation. These findings contribute to the understanding of how rural banking institutions can strengthen customer relationships and competitiveness through a synergy between human capital and service quality management.

This study is motivated by the importance of balancing work and personal life (work life balance) to enhance employee performance and well-being. The research aims to analyze the influence of leadership style, workload, and work environment on the work life balance of employees at PT Bina Bangun Perkasa Kediri. A quantitative approach was applied using purposive sampling, with all 35 permanent employees selected as respondents. Data were collected through observation, interviews, and questionnaires, and analyzed using classical assumption tests and multiple linear regression. The findings reveal that leadership style and work environment significantly affect work life balance, while workload has no significant effect. Simultaneously, the three variables show a significant effect on work life balance. These results provide theoretical implications regarding the crucial role of leadership and workplace conditions in supporting employees’ work life balance, as well as practical implications for company management to foster a healthy work environment and effective leadership to improve employee well-being

The findings of this study indicate that work environment, job satisfaction, and motivation simultaneously have a significant effect on the commitment of teachers and staff at Petukangan Selatan 01 Public Elementary School. This shows that a conducive work environment, such as adequate facilities, supportive colleagues, and a comfortable atmosphere, can increase the sense of belonging and loyalty among employees. Job satisfaction, which includes aspects such as fairness in rewards, recognition of achievements, and appropriate workloads, also contributes to strengthening work commitment. In addition, motivation, both intrinsic and extrinsic, plays a central role in encouraging employees to perform their duties with responsibility and enthusiasm. These findings also reinforce the importance of creating a balance between external factors (such as work environment) and internal factors (such as motivation and job satisfaction) to achieve strong commitment. Therefore, the implication of this research is that school management needs to continuously improve working conditions, develop fair reward systems, and provide opportunities for career development. By doing so, the commitment of teachers and staff can be maintained and even enhanced, which in turn will support the achievement of school goals more effectively.

This study examines the dynamics of Quality of Work Life, Workload, and Job Satisfaction in efforts to enhance Employee Productivity at PT. Bank Capital Indonesia, Tbk. Faced with increasingly complex industry challenges, companies need to effectively manage human resources to maintain competitiveness. Work-life balance, job satisfaction, and quality of work life are important factors that play a role in employee productivity, especially when workload increases. A quantitative approach with a descriptive correlational design was used in this study, with data collected through questionnaires and analysed using Structural Equation Modeling (SEM) with the AMOS software. The cluster random sampling technique was applied to select a sample proportionally. The findings show that Quality of Work Life and Job Satisfaction positively influence employee productivity, while Workload negatively impacts Job Satisfaction. However, Workload did not show a significant direct effect on Employee Productivity. Mediation analysis revealed that Job Satisfaction does not act as a mediator between Quality of Work Life and Employee Productivity. These findings suggest that improving Job Satisfaction, Quality of Work Life, and Work-life Balance can enhance employee productivity in the banking sector.

Regional Disaster Management Agency (RDMA) workers must be on standby and respond for 24 hours, especially if there are emergency. This causes demands on workers and workers become fatigue. The aim of this study is to analyze the factors that influence work fatigue in Tuban Regency’s RDMA workers. This research includes analytical and observational with a cross sectional design. The study was conducted on 56 workers with a simple random sampling system. The dependent variable studied was physical and mental fatigue, while the independent variables consisted of work factors (working hours and workload), emotional demands (responsibility), and organizational demands (work shifts). Data collection was carried out by direct measurement, questionnaires, interviews, documentation and observation then processed with Structural Equation Modeling-Partial Least Square (SEM-PLS). The factors that affect work fatigue are work factors (t statistics = 3.643 and p-values = 0.000) and organizational demands (t statistics = 3.086 and p-values = 0.002), while emotional demands have no effect (t statistics = 0.950 and p-values = 0.342). Loading factors of physical work fatigue (0.917) and mental work fatigue (0.916) are almost the same, so they have the same contribution as a measure of fatigue. Workers who experience work fatigue should conduct regular medical examinations, know the workload limit for one day, organize sufficient work time, regularly rotate work time, stretch in the middle of work activities, prepare work music and videos during breaks.

The high turnover rate of healthcare workers can impact the smoothness and stability of hospital services. This study aims to determine the relationship between the dimensions of workload time load, mental effect load, and psychological stress load with turnover intention in healthcare workers at Pinna Hospital Bekasi in 2025. The study used a quantitative method with a cross-sectional study design, involving 92 respondents selected through total sampling. Data were collected through questionnaires and analyzed univariately and bivariately using the Spearman test. The results showed a significant relationship between workload and turnover intention (p = 0.049), as well as a significant relationship in each workload dimension with turnover intention. Only the psychological stress load dimension had a significant relationship with turnover intention (p = 0.001). Meanwhile, the time load dimension (p = 0.303) and mental effect load (p = 0.394) did not show a significant relationship. The higher the workload, especially psychological stress, the greater the tendency of healthcare workers to intend to change jobs. The results of the bivariate test on the workload variable indicate a positive and significant relationship between workload and turnover intention, a relationship that illustrates that the heavier the workload perceived by healthcare workers, the higher their intention to move or leave their jobs, although the strength of the relationship is relatively weak. Therefore, hospital management is expected to review the work system and pay attention to staff welfare to reduce turnover rates.

This study aims to examine the influence of servant leadership (SL) on perceived organizational support (POS), job satisfaction (JS), job embeddedness (JE), and turnover intentions (TI) among private bank employees in West Jakarta. The research is motivated by the high turnover rate in the banking industry, despite organizational efforts to strengthen leadership and employee support. A total of 154 employees participated by completing an online Likert-scale questionnaire, and the data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 4.1.0.9. The findings reveal that SL positively and significantly influences POS (β=0.667), JS (β=0.585), and JE (β=0.579). Furthermore, POS (β=−0.328), JE (β=−0.386), and JS (β=−0.220) significantly and negatively affect TI. Predictive relevance is supported with Q² values ranging from 0.283 to 0.604, while model fit testing using SRMR yielded 0.050 (saturated) and 0.127 (estimated). Bootstrapping was conducted with 5,000 resamples, two-tailed testing, bias-corrected accelerated (BCa), and 95% confidence intervals. Theoretically, this research strengthens the literature by demonstrating that SL enhances workplace relationships through improved POS, JS, and JE, which subsequently reduces turnover intentions. Practically, the findings provide implications for banking management to adopt servant leadership as a strategic approach to employee retention. Nevertheless, despite high levels of POS, JS, and JE, some respondents still report turnover intentions, indicating the presence of unmodeled external factors such as career opportunities, workload, or industry dynamics. This study is limited by its cross-sectional design and one-time self-report measurement; thus, generalizations and causal inferences should be made with caution.

This study aims to determine the influence of work conflicts, workload, and leadership style on employee performance at Toko Ria Busana Kediri. The independent variables in this study include work conflict, workload, and leadership, while the dependent variable is employee performance. The research method used is a quantitative approach with multiple linear regression analysis. Data was obtained through the distribution of questionnaires to 30 employee respondents who work at Toko Ria Busana Kediri. The results of the study show that partially, work conflict and workload have a significant negative effect on employee performance. This means that the higher the level of conflict and the perceived workload, the lower employee performance tends to decrease. On the other hand, the leadership variable has a significant positive effect on performance, which means that a good leadership style is able to improve employee performance. Simultaneously, these three variables have a significant influence on employee performance.

This study aims to analyze the effect of wages, workload, and work discipline on employee performance at Bakpia Latief MSME in Kediri. The research method employed is quantitative with a survey technique. The sample consists of 32 respondents selected through a saturated sampling technique. Primary data were collected using a Likert-scale questionnaire that had been tested for validity and reliability, while secondary data were obtained from documentation and literature review. Data analysis was conducted using multiple linear regression preceded by classical assumption tests. The results indicate that wages have a positive and significant effect on employee performance, while workload and work discipline do not have significant partial effects. However, simultaneously, the three independent variables significantly influence employee performance, with a coefficient of determination (R²) of 0.579, indicating that 57.9% of employee performance variation can be explained by wages, workload, and work discipline. This study highlights the importance of a fair wage policy in enhancing performance, although other factors such as workload and discipline still need to be managed proportionally.

This study aims to analyze the role of trainees in supporting the quality of concierge services at Lorin Solo Hotel. The research employed a descriptive qualitative method, collecting data through observation, interviews, and literature review, with participants consisting of concierge trainees, bellcaptains, and the trainee coordinator. The findings reveal that trainees play a crucial role in daily concierge operations, such as welcoming guests, assisting with luggage, providing basic information, and supporting light administrative tasks. Their presence helps speed up service delivery, reduce the workload of permanent staff, and strengthen guest interaction, particularly during high season periods. However, several challenges were identified, including limited experience and practical skills, insufficient knowledge of hotel products and local destinations, lack of active supervision, and short internship durations. These factors impact certain service dimensions, such as assurance and reliability. The study recommends comprehensive pre-placement training, the development of specific SOPs for concierge trainees, improvement in foreign language skills, and regular mentoring from senior staff. These measures are expected to enhance trainee professionalism and overall concierge service quality.

The purpose of this study was to analyze the effect of mental workload on employee performance, the effect of work stress on employee performance, the work environment on employee performance and to analyze the effect of mental workload, work stress, and work environment simultaneously on the performance of employees of PT. Nutrisius Sari Persada. This research design uses quantitative methods with an associative approach and data collection techniques of library research and field research. Data analysis techniques using descriptive statistical analysis techniques using data processing tools Structural Equation Modeling (SEM) with SmartPLS software by testing mental workload variables (X1), work stress (X2), work environment (X3) and employee performance (Y). The results of this study indicate that the mental workload variable (X1) on employee performance (Y) has a T-test value of (2.013> 1.96) and P values of (0.045 < 0.05), the work stress variable (X2) has a T-test value of (10.237> 1.96) and P values of (0, 000 < 0.05), the work environment variable (X3) has a T-test value of (2.013> 1.96) and P values of (0.045 < 0.05), so it can be concluded that the mental workload variable (X1), work stress (X2) and the work environment (X3) have an influence on employee performance (Y). While simultaneously mental workload (X1), work stress (X2) and work environment (X3) variables on employee performance (Y). The results of the analysis of the coefficient of determination (R2) obtained a value (Adjusted Rsquare) of 0.973, meaning that all independent variables are declared strong with a value of 97% and the remaining 3% is influenced by other variables outside the Mental Workload, Work Stress and Work Environment variables.

Employee turnover in Jakarta’s star-rated hotels remains high in the post-pandemic period, ranging from 11–38% annually, which significantly affects service quality and industry competitiveness. This phenomenon is driven by a combination of job insecurity due to massive layoffs, job stress from excessive workload and long working hours, and a mismatch between young employees’ career expectations and traditional HR practices. Millennials and Gen-Z tend to prioritize self-development, meaningful work, and work–life balance, making them more mobile and open to new opportunities. This study aims to identify the dominant factors influencing turnover, explore the perceptions of HR managers and frontline staff regarding the policy–practice gap, and formulate relevant HR strategies for the post-pandemic context. A qualitative case study approach was employed, involving in-depth semi-structured interviews, non-participant observation, and documentation review, analyzed using Miles, Huberman & Saldaña’s interactive model. Data validity was ensured through triangulation, member checking, and peer debriefing. Findings reveal a significant gap between HR policies and their implementation, weakening retention strategies. The study proposes integrated strategies including consistent employer branding, adaptive and transparent compensation, needs-based digital training, fair work flexibility, and competency-based career mapping. The main contribution lies in formulating a combinatorial HR model that provides a practical retention roadmap while enriching the hospitality HRM literature in Indonesia.