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This study aims to examine the effect of job stress and organizational support on employee performance at Bank Pembangunan Daerah Jambi, Sengeti Branch. This research uses a quantitative method with a survey approach. The population in this study consisted of all employees of Bank Pembangunan Daerah Jambi Sengeti Branch totaling 33 employees. Data were collected through questionnaires using a Likert scale. Data analysis was conducted using multiple linear regression analysis preceded by instrument testing (validity and reliability) and classical assumption tests including normality, multicollinearity, and heteroscedasticity tests. The results show that job stress has a positive and significant effect on employee performance with a significance value of 0.009 (< 0.05). Organizational support also has a positive and significant effect on employee performance with a significance value of 0.003 (< 0.05). Simultaneously, job stress and organizational support significantly influence employee performance with a significance value of 0.024 (< 0.05). The coefficient of determination (R²) value of 0.821 indicates that 82.1% of the variation in employee performance can be explained by job stress and organizational support variables, while the remaining 17.9% is influenced by other variables outside this study.

This study aims to examine the simultaneous and partial effects of the work environment and work-life balance on employee work stress at Hotel X. The research design is causal quantitative, with multiple linear regression analysis using SPSS 26.0 for Windows. The sample was obtained through purposive sampling (non-probability) of 120 respondents. The research subjects were employees working in shifts. The analysis results show that, (1) both variables simultaneously have a negative and significant effect on work stress, (2) the work environment has a negative and significant effect (sig. 0.002), and (3) work-life balance has a negative and significant effect (sig. 0.000). The work-life balance variable dominates its influence compared to the work environment, as seen from the lower significance value. These findings confirm that improving work-life balance and the work environment effectively reduces stress, especially for shift workers who are vulnerable to time imbalance. Based on the results, organizations are advised to optimize human resource management by maintaining a balance between job demands and employee conditions, as well as ensuring a proportional workload. Improvement in work-life balance can be achieved through flexible leave policies, adequate breaks between shifts, no overtime days except in emergencies, and minimizing personal time interruptions. These steps are expected to enhance employee well-being, retention, and productivity in the hospitality sector. Further research is recommended to explore different variables and methods, including comparing non-shift employees with the same variables, for more comprehensive insights.

The objective of this study is to analyze the impact of work-related stress and the physical work environent on employeee perfornance at the Abdul Karim Medika Center Clinic. The reseearch method employed a quantittative aproach using a causal-associiative study design. The population consisted of 52 employees, while the selected sample conprised 46 employees chosen through simple random sampling. Data were collected through questionnaires, observations, and docunentation. It was found that work-related stress had a negative and significant impact on employee performance (R² = -0.340 and Sig. = 0.002 < 0.05). Meanwhile, the physical work environnent had a positive and significant impact on employee performance (R² = 0.528 and Sig. = 0.000 < 0.05). Concurrently, work stress and the physical work environment had a significant impact on employee perfornance (F calculated 30.621 and Sig. 0.000 < 0.05). The results of the coefficient of determination revealed that 68% of the variation in employee performance was explained by work stress and the physical work environment, while the remaining 32% was attributed to other factors.

The purpose of this study is to examine and explain the influence of workload on job satisfaction with job stress as a mediating variable at PT. BPR Karya Artha Sejahtera Indonesia. This research employs a quantitative causality approach with a sample of 86 respondents selected using a saturated sampling technique. Data were collected through questionnaires and analyzed using inferential analysis with the SEM-PLS (Structural Equation Modeling – Partial Least Squares) method through the SmartPLS version 4.0 software. The results indicate that workload has a positive effect on job stress and a negative effect on job satisfaction. Job stress has a negative effect on job satisfaction and is proven to mediate the relationship between workload and job satisfaction. These findings support the two-factor theory and emphasize that poorly distributed workload can cause employees to experience stress at work. Job stress can reduce employees’ satisfaction with their jobs. This study is expected to provide practical contributions to the research site in improving job satisfaction by considering workload and job stress.

This study aims to analyze the influence of work-family conflict, job stress, and compensation on employee performance at PT Nusa Gas Pratiwi. A quantitative approach with a survey method was employed, and data were collected through questionnaires distributed to 35 permanent employees. The data were analyzed using multiple linear regression with SPSS software. The results indicate that work-family conflict, job stress, and compensation have a positive and significant effect on employee performance both partially and simultaneously. The coefficient of determination (R²) of 0.900 implies that these three variables explain 90% of employee performance variation, while 10% is influenced by other factors outside the model. These findings reinforce the Job Demand-Resource and Role Enrichment theories, suggesting that job stress and role conflict can become positive driving forces when balanced with fair compensation and organizational support. Therefore, maintaining equilibrium between psychological and economic factors is essential to enhance employee productivity and loyalty.

Employee integrity plays an important role in maintaining company trust and reputation. This study aims to analyze the effect of flexibility of working hours and work stress on employee integrity at PT Bank Negara Indonesia Inc. The purpose of this study was to analyze the effect of working hour flexibility and work stress on employee integrity at PT Bank Negara Indonesia Tbk, especially in the DGL (Digital Development) division in the mobile banking team. The research design adopted in this study is quantitative research with a descriptive approach. Data were collected from 33 respondents through questionnaires. The data were analyzed by carrying out instrument tests which include validity and reliability tests, classical assumption tests, then followed by multiple linear regression, partial tests, simultaneous tests and coefficient of determination tests. The results of this study show that partially, flexibility in working hours has a positive and statistically insignificant effect on employee integrity. Job stress has a negative and statistically significant effect on employee integrity. Simultaneously, both variables affect employee integrity at PT Bank Negara Indonesia Tbk. The results of this study have important implications for company management in developing strategies that improve employee integrity.

This research aims to determine the influence of job stress, work life balance and role conflict on employee performance at PT. X (Banking Company). The number of research respondents was 110 people, the research population was employees of PT. X (Banking Company), and uses non-probability sampling techniques. Multiple linear regression was used in data analysis. Research findings show the influence of job stress (X1), work life balance (X2), and role conflict (X3) on employees performance at PT. X (Banking Company).  This is indicated by the F-count value of 56.240 with a significance of 0.000 (<0.05).

The purpose of this study is to analyze: the effect of job stress and job satisfaction on turnover intentions on employees who work. This research is descriptive. This research study aims to see the extent to which the influence of the dependent variable influences the independent variable. The population in this study is all employees who work. Data were collected through a questionnaire distributed to the sample / study respondents. Secondary data were obtained from documentation, literature studies, and previous studies relating to the study material. The collected data is then analyzed statistically by descriptive analysis and multiple regression.

Work stress is psychological or physical tension as a response to pressure from the work environment. Nurse work stress can occur if nurses in carrying out their duties receive a workload that exceeds their abilities so that nurses are unable to fulfill or complete their duties well. Nurses have higher stress levels than other professionals in hospitals.To determine the relationship between workload and work stress among nurses at Bhakti Husada Hospital, Cikarang. The research design uses quantitative descriptive correlation using a cross sectional approach. The population in this study were all nurses in the Bhakti Husada Cikaran Hospital inpatient room, totaling 58 people. The sampling technique uses total sampling, where the entire population is used as a research sample. Data collection was carried out using a questionnaire. The research results showed that 58.6% of nurses had a heavy workload. while the stress level of nurses was found to be 63.8% of nurses experiencing high stress. Statistical tests show that there is a significant relationship between workload and work stress (p value = 0.005). Workload is one of the factors that influences work stress in nurses. Nurses are expected to be able to provide support and motivation to each other so as to create a conducive work environment which can reduce work stress in nurses.  

This research is quantitative research using a questionnaire aimed at employees of PT Graha Inti Permai. Sampling in this research was carried out by distributing questionnaires with a sample size of 105 respondents. The design used in this research is hypothesis testing using the Smartpls 4.0 statistical tool. The results of this research provide an explanation that the Workload variable has a positive effect on employee performance at PT Graha Inti Permai. However, the Job Stress and Work Motivation variables have no effect on employee performance at PT Graha Inti Permai. This research shows that work stress is not the main consideration in employee performance. This research has limited research objects which were only carried out on employees of PT. Graha Inti Permai. In this research, it combines the variables of work stress, workload and work motivation on employee performance at PT. Graha Inti Permai.

This research aims to determine the influence of the physical work environment, work discipline and work stress on employee performance at the UD Bunga Mas brown sugar factory. The variables used in this research are Physical Work Environment (X1), Work Discipline (X2), Work Stress (X3), and Employee Performance (Y). The research location is the UD Bunga Mas Brown Sugar Factory which is located in Karanglo Hamlet, Tales Village RT 01 RW 04 Ngadiluwih District, Kediri Regency. By using data collection techniques in the form of interviews, questionnaires and observations.Meanwhile, the analysis used uses quantitative methods with multiple linear regression tools using the SPSS version 25.0 software program. Based on tests carried out by partial linear regression analysis, it shows that the Physical Work Environment (X1) has a negative and insignificant effect on Employee Performance (Y) and Work Discipline (X2) has a positive and insignificant effect on Employee Performance (Y). Meanwhile, the Job Stress variable (X3) has a negative and significant influence on Employee Performance (Y). This shows a significant value for variable X1 0.116 > 0.05, variable X2 0.538 > 0.05, and X3 0.000 < 0.05. Partially, the Physical Work Environment (X1), Work Discipline (X2), and Work Stress (X3) have a positive and significant effect on Employee Performance (Y) at the UD Bunga Mas Brown Sugar Factory.

This research aims to find out how much influence audit risk and work stress have on the motivation of auditors at the Padang City Public Accounting Firm. In this research, the population is all auditors in public accounting offices in Padang City. The population in this study was 92 people consisting of several employees who had different positions/groups in KAP Padang City. The sampling method used was the accidental sampling method. The regression analysis carried out was multiple linear regression analysis. The research results obtained based on the partial test (t test) showed: (a) The audit risk variable has a positive and significant effect on auditor motivation. (b) The work stress variable has a positive and significant effect on auditor motivation. Meanwhile, the simultaneous test of audit risk and work stress has a positive and significant influence on auditor motivation. Auditors may be motivated by the challenge of performing high-quality audits in the face of increased audit risk. These challenges can provide a sense of accomplishment and satisfaction for auditors who successfully navigate risks and complete high-quality audits. The stress faced in challenging work situations can motivate individuals to try harder and challenge themselves. When someone feels that they can overcome or cope with a difficult task, this can increase their motivation to succeed.

Sari Mulya Supermarket is one of the supermarkets that provides various kinds of basic household needs and a place to shop that can shop wholesale and retail. This type of research uses quantitative. The population of this study with a sample of 60 employees as respondents. Data collection techniques by distributing questionnaires to respondents online using the Google form. The results of this study are that work stress has no partial and negative effect on employee performance. This is supported by the calculated t value for Job Stress (X1) on Employee Performance (Y), the calculated t value is -1.676 < t table 1.673 and the t test sig value for Job Stress (X1) on Employee Performance (Y) is 0.099 > 0, 05. Leadership style partially and positively influences employee performance. This is supported by the calculated t value for Leadership Style (X2) on Employee Performance (Y), the calculated t value is 5.081 > t table 1.673 and the t test sig value for Leadership Style (X2) on Employee Performance (Y) is 0.000 < 0.05 . Simultaneously Work Stress (X1) and Leadership Style (X2) are significant and positive on Motivation (Z). It is known that the significant value of Work Stress (X1) and Leadership Style (X2) simultaneously on Motivation (Z) is 0.000 < 0.05 and the calculated F value is 13.733 > F table 4.010. Simultaneously Work Stress (X1) and Leadership Style (X2) have a significant and positive effect on Employee Performance through Motivation (Z). It is known that the significant value of Job Stress (X1) and Leadership Style (X2) simultaneously on Employee Performance (Y) through Motivation (Z) is 0.000 < 0.05 and the calculated F value is 23.375 > F table 4.010.  

Introduction: Work stress in nurses is one of the problems in human resource management in hospitals. Nurses in hospitals are one of the potential resources that have a dangerous risk of burnout in workers. One of the triggering factors for work burnout in workers is work stress experienced by hospital workers. Research objectives: The purpose of this study was to analyze the relationship between work stress and job burnout in hospital nurses in various regions in Indonesia. Research Method: The research method used is the literature review study method by reviewing previous research that is relevant to the topic discussed as a study accessed on the Google Scholar database. Research Results: The results of the research conducted were that there was a significant relationship between work stress and job burnout in hospital nurses in various regions of Indonesia. The conclusion of this study is that work fatigue is influenced by work stress.

The objective of this study is to examine the impact of organizational culture, communication, and job stress on the performance of employees at Yayasan Perguruan Dr. Wahidin Sudirohusodo Medan. We employed a survey methodology by administering a questionnaire to a sample of employees from the foundation, picked at random. The acquired data was examined using regression techniques to ascertain the correlation between the variables under study. The analytical findings suggest that a favorable company culture exerts a substantial impact on employee performance. The values, conventions, and behaviors within a corporate culture have a significant impact on enhancing employee motivation, engagement, and performance. Furthermore, the establishment of efficient communication channels between management and employees is also crucial in enhancing work performance by fostering a clearer comprehension of organizational objectives, job responsibilities, and valuable input. Nevertheless, research has demonstrated that work-related stress has a detrimental impact on the performance of employees. Elevated levels of stress can disrupt employee focus, drive, and psychological well-being, resulting in diminished productivity and job excellence. These findings indicate that Yayasan Perguruan Dr. Wahidin Sudirohusodo Medan's management should strengthen a favorable organizational culture by emphasizing the principles of cooperation, creativity, and employee assistance.

The ipurpose iof ithis istudy iwas ito idetermine ithe ieffect iof icompensation, iwork istress iand ileadership ion iemployee iretention idue ito ia idecrease iin iturnover iintention iat iPT. iApparel iOne iIndonesia iSewing iSection. iThe itype iof iresearch ithat iwill ibe iused iis iassociative iwith ia iquantitative iapproach. iThe ipopulation iin ithis istudy iwere iemployees iof ithe isewing isection iof iPT. iApparel iOne iIndonesia, itotaling i478 ipeople, iwhile ithe isample iused iin ithis istudy iwas i100 irespondents iusing ia inon-probability isampling itechnique iwith ipurposive isampling itype. iThe imethod iof idata icollection iis ithrough ithe idistribution iof iquestionnaires iwhile ithe ianalysis iused iin ithis istudy iis imultiple ilinear iregressio The iresults ishowed ithat ithe ivariable iinfluence iof icompensation, ijob istress iand ileadership ihad ia ipositive iand isignificant ieffect ion iturnover iintention iand ithe iresult iof ithe iadjusted iR isquare ivalue iin ithe iregression imodel iwas iobtained iat i0.785, iwhich imeans ithat i78.5 ipercent iof ithe ivariable iturnover iintention ican ibe iexplained iby ithe ivariables iof icompensation, iwork istress iand ileadership. iwhile ithe iremaining i21.5 ipercent iis iexplained iby iother ivariables ioutside iof ithis istudy.

The purpose of this study was to find out and analyze the influence of role conflict and work stress on employee performance, the population in this study were employees of the sewing department of PT Glory Industrial  Semarang II, the study respondents consisted of 96 employees. Research data obtained from the results of questionnaires. The equation model is processed with the SPSS application, the results of the study can be concluded that: a) Role conflict positive and non-significant effect on employee performance, b) Job stress has a positive and significant effect on employee performance, c) Simultaneous role and work stress conflict have a significant effect on employee performance.