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"Latar belakang: Pekerja foundry perusahaan manufaktur bekerja pada lingkungan kerja dengan pajanan berbahaya yang dapat menimbulkan reaksi positif berupa semangat yang akan meningkatkan keterlibatan kerja tetapi dapat pula menimbulkan reaksi negatif berupa stress kerja jika tidak diimbangi dengan sumber daya kerja yang tersedia. Tujuan: Mengetahui model hubungan antara stresor dan sumber daya kerja terhadap semangat dan keterlibatan kerja berdasarkan SV-NBJSQ versi bahasa Indonesia.Metode: Sebuah studi potong lintang menggunakan data sekunder berupa hasil pengisian kuisioner IVSV-NBJSQ oleh 371 subyek saat medical checkup tahun 2019 untuk membuat model dengan structural equation model.Hasil: Penelitian ini menemukan bahwa semangat memiliki hubungan terbesar dengan stresor kerja r = 0,42 (p < 0,05; 95% CI 0,26 – 0,57) kemudian dengan penghargaan r = 0,2 (p < 0,05; 95% CI 0,04 – 0,35), sedangkan semangat tidak memiliki hubungan bermakna dengan dukungan sosial. Keterlibatan kerja memiliki hubungan terbesar dengan penghargaan, kemudian stresor kerja dan terakhir semangat dengan koefisien korelasi masing-masing r = 0,45 (p < 0,05; 95% CI 0,31 – 0,59), r = 0,24 (p < 0,05; 95% CI 0,06 – 0,41); dan r = 0,14 (p < 0,05; 95% CI 0,008 – 0,27), sedangkan keterlibatan kerja tidak memiliki hubungan bermakna dengan dukungan sosial. Stresor kerja ditentukan oleh beban emosional, konflik peran, konflik interpersonal dan kelebihan beban kuantitatif. Dukungan sosial ditentukan oleh dukungan atasan dan dukungan keluarga. Penghargaan ditentukan oleh apresiasi prestasi, hadiah uang/status dan peluang karir. Lingkungan kerja seperti bising, panas, posisi kerja tidak ergonomi, bahan kimia berbahaya dan bekerja rotasi tidak ada perbedaan rerata dengan semangat tetapi terdapat perbedaan rerata bermakna antara posisi tubuh tidak ergonomi terhadap keterlibatan kerja.Semangat menunjukkan peran mediasi antara stresor kerja dan penghargaan dengan keterlibatan kerja.Kesimpulan: Pada populasi pekerja foundry ini, semangat ditentukan oleh stresor kerja dan keterlibatan kerja ditentukan oleh penghargaan, sedangkan dukungan sosial tidak menentukan baik semangat maupun keterlibatan kerja. Terdapat perbedaan rerata antara posisi tubuh tidak ergonomi terhadap keterlibatan kerja.Semangat menunjukkan peran mediasi antara stresor kerja dan penghargaan dengan keterlibatan kerja.

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Background: Foundry workers of manufacturing company work in a work environment with exposure to potential hazards that could cause positive reactions in the form of vigor that would increase work engagement but could also cause negative reactions in the form of job stress ifit was not balanced with available jobresources.

Objective: To search the correlation model between job stressors and job resources to vigor and work engagement based on the Indonesian version of SV-NBJSQ.

Method: A cross-sectional study used secondary data where psychosocial factors were collected using the IVSV-NBJSQconducted by 371 foundry workers of manufacturing company during a medical checkup in 2019 to analyze job stressors, job resources, vigor and work engagement with the structural equation model method.

Results: In this study, Vigor had a strongest correlation to job stressors with r = 0.42 (p < 0.05; 95% CI 0.26 - 0.57) than to rewards r = 0.2 (p < 0.05; 95% CI 0.04 – 0,35 ), while vigor had no correlation to social support. Work engagement had a strongest correlation with job stressors, rewards and vigor with the correlation coefficient of each r = 0.24 (p < 0.05; 95% CI 0.06 - 0.41); r = 0.45 (p < 0.05; 95% CI 0.31 - 0.59) and r = 0.14 (p <0.05; 95% CI 0.008 - 0.27), while work engagement had no correlation to social support. Job stressors were determined by emotional demands, role conflict, interpersonal conflict and quantitative job overload. Social supports were determined by supervisor support and family and friends supports. Rewards were determined by esteem reward, monetary status reward and career opportunity. Work environment with noisy, hot environment, non ergonomic work position, hazardous chemical substances and shift work were not significant in a mean difference with vigor, but there is a significant mean difference between non ergonomic work position with work engagement. Vigor shows the role of mediation between job stressors and rewards with work engagement.

Conclusions: To the population of foundry workers, vigor was determined by the job stressor, work engagement was determined by rewards while social support does not determine both vigor and work engagement. There is a mean difference between not ergonomic work position with work engagement. Vigor shows the role of mediation between job stressors and rewards with work engagement."

"Latar Belakang: Setiap individu memiliki chronotype tertentu. Penelitian ini bertujuan untuk mengetahui prevalensi chronotype dan stresor pekerjaan serta mengidentifikasi hubungannya dengan tingkat kecemasan, depresi, dan stres (distres) pada pekerja shift di perusahaan minyak dan gas di Indonesia.Metode: Penelitian cross-sectional dilakukan di perusahaan minyak dan gas di Indonesia. Pengumpulan data dilakukan pada tahun 2024 menggunakan kuesioner daring. Chronotype diukur menggunakan Morningness Eveningness Questionnaire (MEQ), stresor pekerjaan diidentifikasi menggunakan Stress Diagnostic Survey (SDS), dan tingkat distres diperoleh dari Depression Anxiety Stress Scale 21 (DASS 21).Hasil: Sebanyak 122 karyawan berpartisipasi dalam penelitian ini. Semuanya berjenis kelamin laki-laki dengan median usia 45 (21-55) tahun. Sekitar 20,5% responden mengalami kecemasan, depresi, dan stres. Lebih dari separuh (57,4%) responden bertipe pagi. Stresor kerja mereka berada pada tingkat sedang (44,3-54,9%). Kami tidak menemukan hubungan antara kronotipe dan stresor kerja dengan tingkat distres. Namun demikian, kami menemukan hubungan antara lamanya masa kerja (aOR= 5,2; 95% CI: 1,4 – 20,1; p <0,05), pekerjaan berpindah-pindah (aOR= 0,3; 95% CI: 0,1 – 0,9; p <0,05), dan usia (p <0,05) dengan tingkat distres.Kesimpulan: Chronotype dan stresor kerja dalam penelitian ini tidak memiliki hubungan dengan tingkat distres. Faktor lain yang berhubungan dengan kejadian kecemasan, depresi dan stres dalam penelitian ini adalah usia, lamanya masa kerja dan jenis pekerjaan (p <0,005).

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Background: Each individual has a certain chronotype. This study aims to determine the prevalence of chronotype and job stressors and identify its associations with anxiety, depression, and stress (distress) level among shift workers in an oil and gas company in Indonesia.

Methods: A cross-sectional study was conducted in an oil and gas company in Indonesia. Data was collected in 2024 using online questionnaires. Chronotype was measured using Morningness Eveningness Questionnaire (MEQ), job stressors were identified using Stress Diagnostic Survey (SDS), and distress level were obtained from the Depression Anxiety Stress Scale 21 (DASS 21)

Results: A total of 122 employees was participated in this study. All were male with the median age of 45 (21-55) years old. About 20.5% of respondents had anxiety, depression, and stress. More than half (57.4%) of respondents were morning type. Their work stressors were at moderate level (44.3-54.9%). We did not find association between chronotype and work stressor with distress level. Nevertheless, we found association between length of service (aOR= 5.2; 95% CI: 1.4 – 20.1; p <0.05), mobile jobs (aOR= 0.3; 95% CI: 0.1 – 0.9; p <0.05), and age (p <0.05) with distress level.

Conclusion: The chronotype and work stressors in this study did not have a relationship to the level of distress. Other factors related to the incidence of anxiety, depression and stress in this study were age, length of service and type of work (p <0.005)."

"Penelitian tesis ini dilakukan di Kantor Akuntan Publik (KAP) ABC & Rekan, sebuah perusahaan penyedia jasa professional di bidang akuntansi dan auditing. Kredensial perusahaan adalah karyawan dengan pengetahuan baik eksplisit maupun tacit. Tingkat pengunduran diri auditor yang tinggi merupakan ancaman yang bisa mengganggu proses pencapaian sasaran usaha maupun keberkelanjutannya. Faktor penyebab utama tingkat pengunduran diri yang tinggi adalah tekanan waktu (time pressure) dan gaya supervisi (supervisory style). Agar tingkat pencapaian laba (profitability) dan keberlanjutan (sustainability) tidak terganggu maka perlu dilakukan intervensi untuk menurunkan tingkat pengunduran diri. Program intervensi untuk mengatasi efek negatif tekanan waktu dan gaya supervise adalah program flexible working arrangement dengan memanfaatkan keunggulan teknologi jejaring dan program berbagi pengetahuan dari para tokoh sentral melalui Community of Practice (CoP). Kedua program intervensi ini menggunakan pendekatan double-loop learning sehingga hasil program dapat diperoleh dengan maksimal dan dalam waktu jangka pendek.

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This thesis research conducted at the Public Accounting Firm (KAP) ABC & Rekan, a professional services firm in accounting and auditing. The company's credentials are employees with both explicit and tacit knowledge. Levels of high auditor resignation is a threat that could disrupt the process of achieving business objectives and its sustainability. The main factors causing the high rate of resignation is time pressure and the supervisory style. In order to achieve the level of profitability and sustainability is not disturbed, it is necessary to intervene to reduce the level of resignation. Intervention programs to overcome the negative effects of time pressure and supervisory style is flexible working arrangement with the program take advantage of technology network and knowledge-sharing program of the central figure through the Community of Practice (CoP). Both of these intervention programs using a double-loop learning approach so that results can be obtained with a maximum program result and in the short term period."

"Latar Belakang: Stresor psikososial pada pekerja dapat menimbulkan berbagai gangguan kesehatan antara lain stres kerja, depresi dan penyakit kronik lainnya, yang pada akhirnya berdampak pada performa dan kepuasaan kerja pekerja. Tujuan penelitian mengetahui tingkat kepuasan kerja, hubungan stres kerja terhadap kepuasan kerja, hubungan usia, jenis kelamin, jabatan, masa kerja, stresor diluar tempat kerja terhadap kepuasan kerja karyawan bagian marketing dan sales representative perusahaan farmasi PT.X di Jakarta.Metode: Penelitian ini menggunakan desain potong lintang. Dengan sampel 71 orang pekerja dari 112 pekerja bagian marketing dan sales. Menggunakan kuesioner SDS, kepuasan kerja, serta penyebab dan tingkat stressor metode Holmes dan Rahe.Hasil: Prevalensi kepuasan kerja sebesar 66.2 . Tingkat stres sedang paling banyak ditemukan pada stresor beban pekerjaan kualitatif berlebih sebanyak 85.9 . Berdasarkan karakteristik stresor-stresor kerja tidak memiliki hubungan yang bermakna terhadap kepuasan kerja dengan nilai p > 0.05.Kesimpulan: Tingkat kepuasan kerja karyawan bagian marketing dan sales representative perusahaan farmasi PT.X di Jakarta sebesar 66.2 . Tidak didapatkan hubungan antara stres kerja dengan kepuasan kerja. Hipotesis penelitian tidak terbukti. Hubungan antara usia, jenis kelamin, jabatan, masa kerja, dan stresor diluar pekerjaan tidak memiliki hubungan yang bermakna terhadap kepuasan kerja.

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Background: Psychosocial stressors on workers can cause various health problems such as work stress, depression and other chronic diseases, which impact on work performance and job satisfaction. The purpose of the study to know the level of job satisfaction, the relationshipof work stress to job satisfaction, age, gender, position, employment, stress outside the workplace to job satisfaction on marketing and sales representative at x pharmaceutical company in Jakarta.

Methods: Analytical study with comparative cross sectional design is used for this research. 71 samples of 112 workers at marketing and sales. Use questionnaire SDS, job satisfaction, and the measurement of cause and level of stressor with Holmes and Rahe methods.

Result: Every job stressor has medium stress level. The level of stress is most commonly found in overload qualitative stressors which is amounting to 85.9 . Prevalence of job satisfaction is 66.2. Distribution of respondents based on the characteristics of work stressors has no significant relationship to job satisfaction with p value 0.05.

Conclusion: Job satisfaction level for employees who work on marketing and sales representative department at x pharmaceutical company in Jakarta is 66.2. There is no relationship between work stress and job satisfaction. The research hypothesis is not proven. While age, gender, position, years of service, and stressor out of the job have no significant relationship to job satisfaction."

"Latar belakang. Pandemi Covid-19 membawa perubahan yang dilakukan pemerintah untuk menekan penyebaran Covid-19 sehingga diberlakukan aturan Work From Home (WFH) bagi dunia kerja. Saat kasus Covid-19 mulai menurun, perkantoran perlahan mulai kembali ke Work From Office (WFO). Perubahan sebelum dan selama pandemi Covid-19 menimbulkan tekanan yang membuat persepsi tertentu terhadap stres dan stressor kerja setiap saat.Metode. Penelitian dilakukan di Kantor Pelayanan Pajak Tangerang dengan menggunakan metode campuran, metode kuantitatif digunakan untuk mendapatkan gambaran deskriptif stres kerja dan stresor menggunakan kuesioner SV-NBJSQ (Short Version New Brief Job Stres Questionnaire) versi bahasa Indonesia dan metode kualitatif dengan wawancara mendalam semi terstruktur untuk mendapatkan gambaran persepsi pekerja terhadap stres kerja dan stresor di masa sebelum dan selama pandemi Covid-19.Hasil. Prevalensi stres kerja saat WFO masa pandemi Covid-19 sebesar 28%, dengan gejala stres kerja yaitu kurangnya vigor sebesar 18.3 %, kelelahan 12.2%, kecemasan 9.8%, dan stres reaksi fisik 3.7%. Hasil stresor kerja adalah tuntutan emosional 31.7%, konflik peran 28 % , keseimbangan kerja negatif  24.4%, dan kelebihan beban kuantitatif 15.4%. Didapatkan kategori persepsi stres dan stresor kerja di masa sebelum pandemi Covid-19, WFH dan WFO masa pandemi Covid-19 sesuai dengan kata kuncinya.Kesimpulan. Wawancara mendalam dapat menggali jawaban kuesioner tentang gejala stres yang ada dan penyebab stres yang mendasarinya. Terdapat perbedaan dan persamaan persepsi stres dan stresor kerja pada pekerja pelayanan publik saat sebelum dan selama pandemi Covid-19 yang selanjutnya dapat menjadi pertimbangan bagi perusahaan yang akan terus dapat mengalami perubahan akibat pandemi Covid-19 yang masih belum berakhir.

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Background. The Covid-19 pandemic has brought changes  that made by the government to suppress the spread of Covid-19 so that Work From Home (WFH) regulation were held for the world of work. As  Covid-19 cases began to decline, offices slowly began going back to the Work From Office (WFO). Changes before and during the Covid-19 pandemic created a pressure that made certain perceptions of stress and work stressors at all times.

Method. The research was carried out at the Tax Service Office in Tangerang using a mixed method where quantitative methods are used to get a descriptive picture of work stress and stressors using the Indonesian version of the SV-NBJSQ ( Short Version New Brief Job Stres Questionnaire) and qualitative methods with semi-structured in-depth interviews to obtain in period before, during the WFH, along with the WFO Covid-19 pandemic to workers in public service offices.

Results. The prevalence of work stress during WFO during the Covid-19 pandemic was 28%, with the results of work stress in the form of low vigor of 18.3%, fatigue of 12.2%, anxiety of 9.8%, stress of physical reactions 3.7%. The results of work stressors are emotional demands 31.7%, role conflict 28%, negative work balance 24.4%, and quantitative load 15.4%. The categories of perception stress and work stressors were obtained before the Covid-19 pandemic, WFH and WFO during the Covid-19 pandemic according to the keywords.

Conclusion. In-depth interviews could explore the questionnaire answers about existing stress symptoms and the underlying stressors. There are differences and similarities between perceptions of stress and work stressors for public service workers before, and during the Covid-19 pandemic which could then be a factor of consideration for companies that will necessarily continue to experience changes due to the Covid-19 pandemic which currently is still happening."