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This research is grounded in the understanding that employees are the core of organizational sustainability, and their job satisfaction is shaped not only by daily tasks but also by the organization’s ability to manage workload and support balance between work demands and personal life. This study aims to analyze the effect of workload and work-life balance on employee job satisfaction at the Class I Correctional Center (Bapas) Makassar. Using a quantitative approach, data were collected through questionnaires distributed to 54 employees and analyzed using multiple linear regression assisted by SPSS Statistics 25. The research variables consist of workload and work-life balance as independent variables, and job satisfaction as the dependent variable. The findings indicate that workload has a positive and significant effect on job satisfaction, suggesting that employees’ perception of being able to complete tasks effectively can increase their comfort and confidence at work. Work-life balance also shows a positive and significant influence, indicating that the ability to manage both work responsibilities and personal life contributes directly to greater feelings of satisfaction, stability, and motivation in performing duties. Simultaneously, both variables significantly affect job satisfaction, emphasizing the importance for organizations to regulate workload proportionally while providing space for employees to maintain a healthy life balance. These findings highlight that effective workload management and support for work-life balance are crucial organizational investments to foster a healthy, productive, and employee-centered work environment.

This study aims to investigate the influence of Work Environment, Workload, and Leadership Style on Job Satisfaction among Non -Medical Employees at Daya Medika Clinic in West Jakarta. This study used a Likert-scale questionnaire and involved a sample of 43 employees using a non-probability sampling method and saturated sampling technique. The results of a multiple linear regression analysis using SPSS version 26 indicate that Work Environment has a positive and significant effect on Employee Job Satisfaction, Workload has no significant effect on Employee Job Satisfaction, while Leadership Style has a positive and significant effect on Employee Job Satisfaction. These findings provide insights for Daya Medika Clinic management in improving the quality of the work environment and implementing appropriate leadership styles to enhance employee job satisfaction. These findings have practical implications for improving employee performance and organizational effectiveness, and serve as a reference for further research in the field of human resource management.

This study aims to analyze the effect of work stress and work environment on employee performance with job satisfaction as a mediating variable at PT X. This study uses a quantitative approach with a census method of 198 employees at PT X. Data were collected through an online questionnaire (Google Form) and analyzed using Structural Equation Modeling based on Partial Least Square (SEM-PLS) with the help of SmartPLS 4.0. Based on the results of the analysis that has been done, it was found that work stress has a negative and significant effect on employee performance. Meanwhile, the work environment has a positive and significant effect on employee performance. In addition, work stress has a negative and significant effect on job satisfaction. Then, the work environment has a positive and significant effect on job satisfaction, while job satisfaction has a significant effect on employee performance. In addition, job satisfaction is able to mediate the effect of work stress and work environment on employee performance. This study provides a theoretical contribution to strengthen the understanding of the role of job satisfaction as an important mechanism that connects work stress and work environment with employee performance. Management needs to manage work stress through a balanced workload and system arrangement and create a safe and comfortable work environment to improve employee satisfaction and performance. These findings underscore the importance of job satisfaction as a basis for formulating human resource policies. This study is limited by the number of respondents, which is not fully representative of the entire population due to difficulties in communicating with employees. Furthermore, limited access to the research location, which is located outside of Yogyakarta, resulted in the distribution and collection of questionnaires being conducted only through long-distance communication. Future researchers are advised to add other variables and use research subjects from different industrial sectors to obtain a more comprehensive and comparable understanding.

Human Resource Management (HRM) plays a crucial role in ensuring that a company is able to grow, compete, and sustain its operations in an increasingly dynamic business environment. Effective HRM practices help organizations optimize employee performance, improve productivity, and maintain workforce stability. One of the key aspects of HRM that significantly influences employee performance is workload and job satisfaction. An imbalance in workload or low levels of job satisfaction may lead to decreased motivation, stress, and reduced work performance. This research aims to explore and evaluate the levels of workload and job satisfaction among employees at PT Indomarco Tangerang 1. Understanding these factors is essential to identify potential problems that may affect employee performance and organizational effectiveness. The study employs a quantitative research approach, which involves collecting numerical data that can be statistically analyzed to provide objective and measurable results. Data were gathered through structured questionnaires distributed to employees. A total of 30 employees from various divisions at PT Indomarco Tangerang 1 participated in this study. Statistical analysis was used to assess the relationship between workload and job satisfaction, as well as their overall condition within the company. The findings of this research are expected to provide useful insights for management in developing appropriate strategies to manage workload effectively and enhance job satisfaction. Ultimately, improving these aspects is expected to contribute to higher employee performance and support the long-term success of the company.

This study investigates the impact of intrinsic motivation, workload, and competence on job satisfaction, exploring its implications for employee performance, with job satisfaction serving as a mediating variable. A quantitative approach was employed, utilizing Partial Least Squares Structural Equation Modeling (PLS-SEM) for data analysis collected via questionnaires. The results reveal that intrinsic motivation has a positive but insignificant impact on job satisfaction and performance. Workload significantly improves job satisfaction but does not affect performance, while competence significantly enhances both job satisfaction and performance. Additionally, job satisfaction positively affects employee performance. The mediation analysis reveals that job satisfaction mediates the relationship between competence and workload on performance, but does not mediate the relationship between intrinsic motivation and performance. These findings highlight the critical roles of competence and job satisfaction in improving employee performance, suggesting that intrinsic motivation and workload may require additional factors, such as compensation and work environment, to be more effective.

This study aims to comprehensively analyze the influence of workload and work environment on employee performance at PT Bintang Matrik Indonesia, Bekasi City, both partially and simultaneously. The background of this research lies in the importance of optimal human resource management to enhance company effectiveness and efficiency. An unbalanced workload can lead to physical and mental fatigue, reducing motivation and productivity, while an unsupportive work environment may decrease employee comfort and job satisfaction. This study uses a quantitative research method with the Slovin sampling technique and data collection through questionnaires distributed to company employees. Data analysis was conducted using classical assumption tests and multiple linear regression to examine the relationships between variables. The results indicate that both partially and simultaneously, workload and work environment have a positive and significant effect on employee performance. Therefore, the company should pay greater attention to workload balance and create a safe, comfortable, and supportive work environment to improve employee performance and loyalty.

This research investigates the impact of the work environment and workload on job satisfaction among employees in the Operational Logistics Division at Pos Indonesia, Surabaya Main Branch. A quantitative method was applied with a total of 45 respondents selected through a saturated sampling technique. Data were obtained using interviews, questionnaires, and observations based on a Likert scale, and analyzed using Partial Least Square (PLS). The results reveal that the work environment has a positive and significant effect on job satisfaction, while workload has a negative and significant effect. These findings indicate that an improved work environment increases employee job satisfaction, whereas higher workloads tend to decrease it.

An organization's inability to build employee loyalty amidst competitive business pressures can have a direct impact on productivity, operational efficiency, and the retention of key talent. This study aims to analyze the role of job satisfaction as a key mediator in increasing employee loyalty at PT. Dua Kelinci. This study used a quantitative approach with a survey method by distributing questionnaires to a total of 190 active employees of PT. Dua Kelinci. Data were analyzed using Structural Equation Modeling based on Partial Least Squares (SEM-PLS). The results showed that Motivation, job stress, and job satisfaction were proven to have a significant effect on employee loyalty, while the work environment, workload, and work rewards did not have a significant direct effect. However, the job satisfaction variable was able to significantly mediate the relationship between Motivation, job stress, work environment, and workload on employee loyalty, but did not significantly influence employee loyalty through job satisfaction. These findings confirm that job satisfaction is not only the result of good working conditions, but also a key factor in building and strengthening employee loyalty indirectly. Practically, this study provides an important contribution to companies in designing strategies to increase employee loyalty. Theoretically, this study enriches the literature on mediation mechanisms in employee behavior models, particularly in the context of the manufacturing industry.

This study explores key antecedents of turnover intention among employees in the warehouse industry, with a focus on workload, work stress, and job satisfaction. Conducted at CV. Sejati Pati, the research involved 102 respondents selected using a saturated sampling technique. The study applied a quantitative approach, using a structured questionnaire with a five-point Likert scale. Data were analyzed through multiple linear regression using IBM SPSS 27, including classical assumption tests such as normality, multicollinearity, and heteroscedasticity. The results showed that workload and work stress have a positive and significant effect on turnover intention, while job satisfaction has a negative and significant effect. In contrast, compensation and work environment were found to be statistically insignificant. Simultaneously, all variables jointly contribute to explaining 64.9% of the variation in turnover intention. These findings underscore the critical role of managing job demands and psychological pressure while enhancing employee satisfaction to reduce the likelihood of resignation. The research provides empirical insights for human resource management in high-pressure sectors, particularly warehouses, where operational continuity and labor stability are crucial. It also offers practical implications for developing targeted strategies to improve employee retention and foster a more resilient workforce in logistics operations.

This study examines job satisfaction among outsourcing employees in the Pelayanan Teknis Timur (PTT) Division of PDAM Surya Sembada Surabaya, with particular attention to the effects of workload and work environment. PDAM Surya Sembada Surabaya, a company specializing in the processing and distribution of clean water in Surabaya, frequently encounters job dissatisfaction attributed to excessive workload and suboptimal work conditions. A quantitative research design was implemented, utilizing structural equation modeling (SEM) with SmartPLS software for data analysis. Saturated sampling was applied, resulting in a sample of 57 respondents. The findings indicate that increased workload tends to reduce job satisfaction, while improvements in the work environment are associated with higher job satisfaction.

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 aims to analyze the effect of communication (X1), work environment (X2), and workload (X3) on job satisfaction (Y) among employees at PT Indomarco Prismatama. Job satisfaction is a crucial factor influencing employee performance and productivity; therefore, understanding the factors that affect it is essential for the company’s sustainability and growth. This research employs a quantitative approach with a saturated sampling technique, in which the entire population is used as the sample. The total number of respondents in this study was 30 employees. The analytical method used was path analysis with the assistance of SPSS version 22 software. The results show that the communication variable (X1) has a significant effect on job satisfaction (Y), with a significance value of 0.000. This indicates that effective, clear, and open communication between management and employees can enhance employees’ satisfaction with their jobs. Furthermore, the work environment variable (X2) also has a significant effect on job satisfaction (Y), with a significance value of 0.000. This finding suggests that a safe, comfortable, and supportive work environment, both physically and non-physically, plays a vital role in shaping employees’ positive perceptions of their work. In addition, the workload variable (X3) has a significant effect on job satisfaction (Y), with a significance value of 0.009. This means that a proportional workload, in accordance with employees’ capabilities, can improve job satisfaction, whereas excessive workloads may reduce it. Overall, this study concludes that communication, work environment, and workload have a significant effect on job satisfaction among employees at PT Indomarco Prismatama. The implication of this study is that management should continuously improve the quality of communication, create a conducive work environment, and establish a balanced workload to maintain and enhance employee job satisfaction.

This study analyzes the impact of Workload and Physical Work Environment on Job Satisfaction of employees of PT. Delta Dunia Sandang Tekstil (DDST) in Demak, with Job Stress as an intermediary variable. Using 180 samples and multiple linear regression analysis (Smartpls v4), it was found that Workload, Physical Work Environment, and Job Stress significantly affect Job Satisfaction. Physical Work Environment has the greatest influence on Job Stress (effect size 0.785), indicating the importance of a good work environment to reduce stress. Job Stress is also significant on Job Satisfaction (effect size 0.147), confirming that stress management increases satisfaction. Workload also has a strong influence on Job Satisfaction (effect size 0.293) and Job Stress (effect size 0.145), highlighting the need for a balanced workload. However, the direct effect of Physical Work Environment on Job Satisfaction in this model is not significant.

Generation Z has emerged as a major force in today’s workforce, known for their enthusiasm in building careers and making meaningful contributions. They tend to favor flexible job environments that align with their skill sets. Despite this, many of them face job-related stress that leads to a higher likelihood of resignation. This study adopts a literature review method, analyzing 15 scholarly articles to explore the correlation between job stress and turnover intention among Generation Z employees in the creative industry. The findings reveal a significant positive relationship between stress and turnover intention, while job satisfaction and work environment help reduce the desire to quit. Key stressors include excessive workload, lack of appreciation, and mismatch between expectations and job reality. Thus, companies are encouraged to foster a supportive workplace culture and offer appropriate compensation to retain their young workforce.

This study aims to examine the influence of cross-cultural leadership style and reward provision on employee job satisfaction, with workload serving as an intervening variable. The research was conducted at PT X, a multinational company managed by foreign leaders who come from diverse cultural backgrounds. As organizations become increasingly global, understanding how leadership and reward systems function in multicultural environments is essential to improving workforce performance and satisfaction. This research applies a quantitative approach using survey methods, with data collected through questionnaires distributed to 105 employees across various departments. The analysis was carried out using structural equation modeling (SEM) to explore both direct and indirect relationships among the variables. The findings show that cross-cultural leadership style has a significant positive impact on workload, suggesting that cultural differences in leadership influence how employees perceive and handle their tasks. Furthermore, reward provision shows a strong and direct influence on job satisfaction, highlighting the importance of fair compensation and recognition in motivating employees.Importantly, the study also finds that workload partially mediates the relationship between leadership style and job satisfaction. This indicates that leadership practices affect job satisfaction not only directly but also through the perceived amount and nature of the work assigned. These results underscore the necessity for companies, particularly those with a multicultural workforce, to adopt inclusive leadership models and implement transparent, performance-based reward systems. By doing so, organizations can create a more supportive work environment, improve employee morale, and ultimately enhance overall productivity and satisfaction.

PT Efrata Garmindo Utama Sukoharjo itself operates in the retail sector which makes batik clothes (men, women and children) with its flagship brand, namely Bateeq. This research is a survey with quantitative data, namely data on the number of employees and the number of respondents to the questionnaire. Primary data in this research is the result of distributing questionnaires given to employees of PT Efrata Garmindo Utama. The population in this study were all employees of PT Efrata Garmindo Utama, totaling 502 employees. The sample in this study was narrowed using the Slovin formula to 85 respondents using a purposive sampling technique. The data collection technique uses a questionnaire. Test research instruments with validity and reliability tests, classic assumption tests including multicollinearity tests, autocorrelation tests, heteroscedasticity tests and normality tests. The data analysis method uses descriptive analysis, multiple linear regression test, t test, F test and R² test. The results of the validity test for all instruments obtained a significance value = 0.000 < 0.05, meaning that all instruments were valid. Reliability test results for all reliable variables. The results of the multicollinearity test, autocorrelation test, heteroscedasticity test, normality test for all variables passed the test. The results of the multiple linear regression test obtained the regression equation Y = 17.062 + 27.571 X₁ – 47.771 X₂ + 0.013 The results of the t test for the work ethic variable have no significant effect on employee performance with ρ-value = 0.378 > 0.05. Work discipline has a significant effect on employee performance with ρ-value = 0.012 < 0.05. Work motivation has a significant effect on employee performance with ρ-value = 0.000< 0.05. The results of the F test show a calculated F of 34.876 with a ρ-value of 0.000 < 0.05, meaning that the model used to test the influence of the independent variables is variable X1 (work ethic), variable X2 (work discipline) and variable X3 (work motivation) on The dependent variable, namely employee performance (Y), is correct. The R² test results obtained a value (Adjusted R²) of 0.574, meaning that the contribution of the independent influence of variable X1 (work ethic), variable X2 (work discipline) and variable X3 (work motivation) to Y (employee performance) was 54.7%. The remainder (100% - 54.7%) = 45.3% is explained by other variables outside the model, for example quality of work life, workload, work environment, job satisfaction and leadership style.

This study aims to analyze the significant influence of compensation, work environment, and workload on the job satisfaction of employees at the Sharia Savings and Loan Cooperative and Financing BMT Muamalat Jumapolo. This research uses quantitative data, with primary data sources. The population in this study consists of 97 employees of the Sharia Savings and Loan Cooperative and Financing BMT Muamalat Jumapolo. The sampling technique used is a census technique, so the entire population is used as the sample. The data analysis techniques used in this study are descriptive analysis, multiple linear regression analysis, t-test, F-test, and coefficient of determination (R2).The results of this study indicate that compensation (X1) does not have a significant influence on the job satisfaction of KSPPS BMT Muamalat Jumapolo employees. The work environment (X2) does not have a significant influence on the job satisfaction of KSPPS BMT Muamalat Jumapolo employees. Workload (X3) has a significant influence on the job satisfaction of KSPPS BMT Muamalat Jumapolo employees. The F-test results show a significant value of 0.000, meaning the model is appropriate for predicting the influence of compensation, work environment, and workload on job satisfaction. The R2 test results indicate that 37.1% of the variation in job satisfaction is explained by these variables, while the remaining 62,9% is explained by other variables outside the model, such as leadership style, work stress, organizational culture, and work discipline.

Work-life balance is a condition where an individual is able to maintain a balance between the world of work and personal life in a sustainable manner. This balance is something that is expected by every employee, including non-managerial employees of the HCGA division of PT XYZ. The main objective of this study is to determine the achievement of employee work-life balance as reviewed from three aspects, namely time balance, involvement balance, and satisfaction balance. In addition, this study also identifies factors that support and inhibit the achievement of work-life balance in employees. This study uses a qualitative descriptive approach, namely by describing and analyzing the problems that arise. Qualitative research is based on primary data and secondary data. Primary data in this study were obtained by conducting observations, interviews, and documentation, while secondary data were obtained through books, previous research, and articles related to the research. The results of the study indicate that not all employees are able to achieve optimal work-life balance. Some employees, especially those from the recruitment and general affairs departments, feel that they have a good work-life balance thanks to work flexibility and the ability to manage time. However, employees from the people development and administration departments of HCGA actually experience difficulties due to excessive workload, additional tasks outside of their job descriptions, and lack of team management from superiors. The support of coworkers who help each other and create a supportive work environment is one of the main supporting factors in achieving work-life balance. On the other hand, work pressure outside of working hours and ineffective communication are obstacles that are often faced. This study only uses one variable so that it cannot fully describe the relationship with other aspects such as work stress or job satisfaction. Therefore, further research is recommended to explore more variables in order to provide a more comprehensive understanding of work-life balance in the work environment.  

This study aims to determine the effect of work environment and workload on employee performance through job satisfaction as an intervening variable at PT. Pegadaian Wiyung Surabaya Branch. The population in this study is the company PT. Surabaya Wiyung Branch Pawnshop. The research method is assisted by the Partial Least Square program which is used with SmartPLS 4.0 software. This type of research used is quantitative research. Data taken using a questionnaire. The results showed that the work environment has a positive and significant effect on employee performance, workload has a positive and significant effect on employee performance, work environment has a positive and significant effect on job satisfaction, workload has a negative and insignificant effect, and job satisfaction has employee performance has a negative and insignificant effect,work environment has a negative and insignificant effect through job satisfaction on employee performance at PT. Pegadaian Wiyung Surabaya Branch, and workload has a negative and insignificant effect through job satisfaction on employee performance at PT. Pegadaian Wiyung Surabaya Branch.

Human resources (HR) are very important in an organization, therefore every organization always strives to have quality human resources. Quality human resources in an organization will not work well. Human resources and the organization must have a mutually necessary relationship, the organization needs quality employees and the organization should pay attention to work aspects related to human resources. employee performance at the West Sumatra Province Civil Service Agency (BKD) has not yet reached the target. The research population is all employees. The sampling technique is a saturated sample obtained as many as 72 samples. The analysis tool used is Structural Equation Modeling (SEM). So the results of this study indicate that (1) work motivation has a positive and significant effect (0.162) on job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (2) The work environment has a positive and significant effect (0.000) on job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (3) Work motivation has a positive and significant effect (0.000) on employee performance at the West Sumatra Provincial Civil Service Agency. (4) Work environment has a positive and not significant effect (0.006) on employee performance at the Regional Civil Service Agency of West Sumatra Province. (5) Job satisfaction has a positive and significant effect (0.014) on employee performance at the Regional Civil Service Agency of West Sumatra Province. (6) Work motivation has a positive and significant effect (0.176) on employee performance through job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (7) The work environment has a positive and significant effect (0.018) on employee performance through job satisfaction at the West Sumatra Provincial Civil Service Agency. (8) The contribution of work motivation and work environment variables to job satisfaction is 0.888 or 88.8% and the remaining 11.2% is influenced by other variables not examined in this study at the West Sumatra Provincial Civil Service Agency. (9) The contribution of competency, workload and job satisfaction variables to employee performance is 0.843 or 84.3% and the remaining 15.7% is influenced by other variables not examined by this study at the West Sumatra Provincial Civil Service Agency.