Publication Search

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.

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 aims to examine the effects of workload, job stress, and work spirit on employee performance at PT Victory International Futures Surabaya, a financial services company operating in the highly demanding futures trading industry. Employing a quantitative descriptive–correlational approach, data were collected using a Likert-scale questionnaire and analyzed through multiple linear regression using JASP and Partial Least Squares–Structural Equation Modeling (PLS-SEM) using WarpPLS, which is suitable for addressing multicollinearity issues and relatively small sample sizes (n = 37). The findings reveal that workload and job stress have significant negative effects on employee performance, whereas work spirit has a significant positive effect and emerges as the most dominant predictor. These results reinforce the Job Demands–Resources (JD–R) theory, which posits that job demands such as workload and stress can reduce performance when not balanced with adequate psychological resources like work spirit. Practically, the study recommends that management optimize workload distribution, implement stress management strategies, and strengthen employee motivation to improve performance sustainably. The study is limited by its small sample size and single-company focus, suggesting that future research should expand the organizational context and incorporate additional variables such as job satisfaction or organizational commitment.  

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.

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.

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.

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.

Performance improvement can be measured through fair workload and appropriate compensation, but the problem that occurs at SMK Negeri 1 Bukateja is the opposite. There are several teachers who receive excessive workload and inappropriate compensation, resulting in a decline in teacher performance. This study aims to analyze the mediating role of compensation in the relationship between workload and teacher performance, thereby increasing motivation and job satisfaction which will have an impact on teacher performance. This study is a quantitative study with data analysis techniques using Part Least Square (PLS-SEM) using SmartPLS 3.0 software. Sampling used a purposive sampling technique, namely 91 teachers, with a data collection method using a questionnaire. The results of the analysis of the research hypothesis show that workload has a positive and significant effect on the performance of SMK Negeri 1 Bukateja teachers, compensation has a positive and significant effect on workload of SMK Negeri 1 Bukateja, workload has a positive and significant effect on the performance of SMK Negeri 1 Bukateja teachers, and compensation can mediate workload on the performance of SMK Negeri 1 Bukateja teachers. The findings of this study indicate that fair and adequate compensation can reduce excessive workload on teacher performance at SMK Negeri 1 Bukateja. The R-Square result is 60.1%, which is in the moderate category, with the remaining 39.9% explained by other variables outside the study.

This analysis aims to evaluate the influence of Islamic Work Ethic and Task Load Level on Employee Productivity and Job Satisfaction at Kendal Islamic Hospital. Islamic Work Ethic in this study is measured through five main dimensions, namely siddiq (integrity), istiqamah (steadfastness), fathanah (intellectual intelligence), amanah (reliability), and tabligh (communication capacity). Meanwhile, Task Load Level is understood as work pressure reflected by three main indicators, namely physical fatigue, emotional fatigue, and psychological fatigue. This study uses a quantitative approach with an explanatory research design to test the causal relationship between variables. Primary data were collected through the distribution of structured questionnaires to hospital employees using probability sampling techniques, so that respondent representation is more assured. Data analysis was carried out using multiple linear regression through SPSS software, to determine the level of direct and indirect influence between variables. The results of the study indicate that Islamic Work Ethic has a positive and significant influence on Employee Job Satisfaction and Productivity, indicating that the application of Islamic values in work ethic can encourage motivation, loyalty, and performance. Conversely, the Level of Task Load has a significant negative effect on Job Satisfaction, indicating that excessive workload can reduce satisfaction, although it is not proven to have a significant impact on Employee Productivity. Furthermore, Job Satisfaction is proven to have a positive and significant influence on Employee Productivity, so it can play a role as an important mediating variable in the relationship between work ethic and performance. This study provides a theoretical contribution to the development of human resource management concepts based on Islamic values, while also offering practical recommendations for hospital managers to strengthen Islamic work ethic and manage workload proportionally to improve employee welfare and performance.  

The compensation system is an important element in human resource management, because it plays a direct role in influencing employee motivation, performance, and job satisfaction. In human resource management, the existence of human resources plays a vital role that must be considered by the company, including in terms of compensation. The ideal compensation system is one based on the principles of fairness and appropriateness, which can be directly felt by employees. The assessment of fairness and appropriateness can be seen from several dimensions, namely the internal dimension relating to the suitability of workload and rewards received, the external dimension considering company policies and market standards, and the individual dimension relating to the ability of compensation to meet employee living needs. Based on this, this study focuses on the compensation system implemented at the Double-Tree By Hilton Bintaro Jaya Hotel, specifically for banquet kitchen staff consisting of contract staff and daily workers. This study uses a descriptive qualitative approach with data collection through interviews, observations, and documentation. The results show that the compensation system for contract staff has been running optimally. From the internal side, the workload is considered commensurate with the rewards received. Externally, the compensation provided is competitive compared to competing companies. Furthermore, from an individual perspective, employees' living needs are met, even supported by a substantial service charge that exceeds their base salary. However, for daily workers, the compensation system is deemed suboptimal. Although their workload is equivalent to that of contract staff, their compensation is not the same, and they do not receive a service charge. Based on these findings, this study recommends optimizing the compensation system, particularly for daily workers, to ensure fairness and equity across all staff levels, thereby increasing work motivation, loyalty, and overall performance.

Minister of Health Regulation No. 269 of 2008 explains that medical records are defined as a collection of documents containing complete information regarding patient identity, examination results, therapy, medical procedures, and health services received. In working, an employee should be able to balance their workload to achieve work harmony that contributes to increased productivity. Job satisfaction reflects the appreciation and comfort felt by an individual for the tasks they perform. Conversely, dissatisfaction at work can trigger negative reactions in the form of aggressive behavior or a tendency to withdraw from social interactions around them. Job satisfaction also greatly influences employee motivation and commitment to continue working with enthusiasm and achieve the desired goals. The purpose of this study was to determine the relationship between workload and job satisfaction with employee performance in the Medical Records Installation of Cut Meutia Hospital, Lhokseumawe in 2023. The research method was an analytical survey with a cross-sectional approach. The study was conducted at Cut Meutia Hospital, Lhokseumawe from September to December 2023. The study population was 40 Medical Records Installation employees. The sampling technique used total sampling, namely 40 respondents. Data analysis used univariate analysis and bivariate analysis. The results of the study based on the chi-square test showed a relationship between workload and employee performance at the Medical Records Installation of Cut Meutia Hospital, Lhokseumawe with a p-value = 0.001 <0.05 and a relationship between job satisfaction and employee performance at the Medical Records Installation of Cut Meutia Hospital, Lhokseumawe with a p-value = 0.000 <0.05. Conclusion; The conclusion in the study is that there is a relationship between workload and job satisfaction with employee performance at the Medical Records Installation of Cut Meutia Hospital, Lhokseumawe in 2023.

Teachers frequently encounter heavy workloads, which can reduce job satisfaction. While various research have looked at this link, the function of job motivation as a deciding factor has not been thoroughly investigated. This systematic literature review seeks to investigate how motivation of work affects the relationship between workload with job satisfaction in teachers. Using the PRISMA framework, a thorough search was undertaken across major academic databases such as Crossref, Semantic Scholar, and Google Scholar, focused on publications published between 2015 and 2025. Inclusion criteria were peer-reviewed publications on motivation, workload, and job satisfaction in the context of school teacher. A total of 12 relevant studies were examined thematically. The data show that a high workload typically affects job satisfaction, although this impact can be mitigated or modulated by internal and extrinsic motivating variables. Teachers with higher levels of intrinsic motivation were more tolerant to workload-related stress and reported higher levels of satisfaction. This review emphasizes the necessity of improving motivating tactics in educational institutions in order to increase teacher well-being. More study is needed to investigate contextual variables including school culture and teacher tenure.

This study aims to determine the effect of workload and work motivation variables on employee job satisfaction at PT CityNeon Prima Mandiri partially and simultaneously. Where a problem phenomenon was found related to the decline in job satisfaction of PT CityNeon Prima Mandiri employees, which is one of the important factors in influencing the course of the company’s activities as a whole. The research method used in this study is the quantitative statistical method. The sample in this study used the entire population sampled with a total of 36 employees of PT CityNeon Prima Mandiri. The data collection technique used was a likert-scale questionnaire. The results of the study showed that partially workload had a negative and significant effect on job satisfaction with a calculated t of -6.656 > t table 2.034 and sig. 0.000 < 0.05. In addition, work motivation had a positive and significant effect on job satisfaction with a calculated t of 2.799 > t table 2.034 and sig. 0.008 < 0.05. Simultaneously, workload and work motivation affect job satisfaction with f count 28.653 > f table 4.139 and sig. 0.000 < 0.05.

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 research aims to determine the effect of workload and motivation on employee job satisfaction at the Bima City Industry and Trade Cooperative Service. The sample in this research was 45 ASN employees with the sampling technique used, namely purposive sampling. Data collection techniques use observation, questionnaires and literature study, data analysis techniques use multiple linear regression. The results of the research show that partially and simultaneously workload and motivation affect employee job satisfaction at the Bima City Industry and Trade Cooperative Service.

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.      

Review Article: Leadership and Work Environment Impact Employee Performance. A scientific article that generates research hypotheses on variable interactions for Performance Management research. This Literature Review article used Google Scholar, Mendeley, and other academic online platforms for literature research. This Literature Review concludes: 1) Leadership; 2) Work environment; 3) Leadership's impact on employee performance. These two exogenous variables affect motivation and performance, along with many others like organizational culture, job satisfaction, and workload. Many other factors, such as effective leadership and work environment, affect motivation and performance in addition to the two exogenous variables

The article "Literature Review on the Influence of Leadership and Compensation on Motivation and Performance" is a scientific article that aims to develop a research hypothesis about variable interactions that will be used in future research in the field of Human Resource Management. The method used to write this literary review article is library research, which involves collecting information from online sources such as Google Scholar, Mendeley, and other academic online platforms. The results of this literature review article are: 1) Corporate social responsibility has an impact on employee performance. 2) Motivation affects employee achievement. In addition to these two exogenous variables, there are many other factors that affect the endogeneous variables of motivation and performance, such as organizational culture, job satisfaction, and workload.

This research has the objective of analyzing the relationship between the work environment, work culture and workload related to employee performance in an agency or company. This research uses quantitative methods through descriptive analysis, as well as online data collection using the Microsoft Forms Platform with a Likert scale of 1 to 5 with the Purposive Sampling method, there are 57 respondents with the age criteria 18-30 and currently working. Processed using the SmartPLS 4.0.9.2 application program. with Structural Eqution Modeling (SEM). The results showed that, the work environment is influential in supporting or improving the performance of its employees for the better and can produce quality work done by its employees. The work environment can be maximized when a company can implement or create a conducive, collaborative environment, and pay attention to all aspects such as the physical and psychological of its employees. Such factors as sufficient facilities, social support, and job security can increase employee performance productivity. Organizational work culture also plays an important role in shaping employee performance. Organizations with a culture that encourages innovation, collaboration, and employee motivation have better performance. Conversely, a work culture that does not support employees can hinder employee performance. Workload in accordance with individual capacity also affects employee performance. Too high a workload can lead to excessive stress and fatigue, which negatively impacts productivity. Therefore, wise management in determining workload is essential. From this study, it can be concluded that a good work environment, positive work culture, and workload adjustment can significantly improve employee performance. A company or an agency needs to pay attention to these factors to achieve optimal productivity and job satisfaction in the midst of intense competition between agencies.