THE
EFFECT OF WORK STRESS ON JOB SATISFACTION WITH WORK MOTIVATION AS A MEDIATING
VARIABLE
Kadek
Gata Satya Darma Parta Putra1, I Gusti Made Suwandana2
Universitas Udayana
[email protected]1, [email protected]2
|
Keywords |
Abstract |
|
Job
Stress, Job Satisfaction, Work Motivation |
The
background of this research stems from an understanding of the important role
of job satisfaction in influencing employee performance and productivity. Job
satisfaction fosters a positive work environment and motivates employees to
contribute more effectively. Job motivation is also very important in
achieving sales targets with sub-agents or salespeople. Incentives such as
bonuses support their enthusiasm. However, work-related stress is also a
concern as it can negatively impact job satisfaction and performance. This
study aims to understand the intricate relationship between work-related
stress, work motivation, and job satisfaction at PT Windhu Sari Gas Batubulan
Branch. This study utilizes quantitative research methods.� Data was collected through interviews,
questionnaires, and observations. The data that has been collected is then
analyzed descriptively and path analysis. The
analysis encompasses descriptive analysis and path analysis. The results
indicate that 1) work-related stress significantly and negatively influences
job satisfaction, 2) work motivation significantly and negatively affects job
satisfaction, 3) work-related stress significantly and negatively influences
work motivation, and 4) work motivation mediates the influence of
work-related stress on job satisfaction. Based on these findings, the
management of PT. Windhu Sari Gas Batubulan Branch is advised to enhance job
satisfaction by considering work-related stress and work motivation. |
Corresponding Author: Kadek Gata Satya Darma
Parta Putra
E-mail: [email protected]
INTRODUCTION
The
importance of managing quality and competent human resources is one factor
determining a company's success or failure in achieving its goals. In this
case, the role of employee performance is very influential on a company's
success, explaining that employee performance is the result that employees want
to achieve in carrying out the work given to them based on their skills and
experience. Optimal use of human resources is the primary key to company
development so that the company can run smoothly and efficiently. Dynamic
resources can develop without limits. Suppose they are not supported by trained
and professional human resources and companies with sophisticated equipment
from the latest technology. In that case, it will take much work to achieve
their goals (Anwar & Abdullah, 2021).
Every
individual who works hopes to get satisfaction from their place of work. Job
satisfaction is an individual thing because each individual will have a
different level of satisfaction according to the values that apply to each
individual. The more aspects of the job that suit the individual's desires, the
higher the level of satisfaction felt (Argon & Liana, 2020). Job satisfaction will encourage employees to perform
better, and better performance will lead to higher economic rewards. Job
satisfaction is a positive attitude from workers, including feelings and
behavior towards their work, through evaluating one's work as a sense of
appreciation for achieving one of the vital work values (Jaskyte, Butkevičienė,
Danusevičienė, & Jurkuvienė, 2020).
Job
satisfaction is defined as a person's attitude towards their work, where the
number of rewards a worker receives equals the amount they receive. Job
satisfaction is the main thing that an individual must have at work. Each
worker has different characteristics, so the level of job satisfaction is
different, and the level of job satisfaction can have different impacts (Saputra,
2022). A person's job satisfaction depends on the difference
between expectations, needs, or values and what they feel or perceive they have
obtained or achieved through their work. A person is said to be satisfied if
there is no gap (difference) between what he desires and his perception of
reality because the minimum desired threshold has been met.
The
problem that often makes individuals not optimal in doing their work is that
there is too much pressure that is beyond the individual's own abilities, so
that stress arises in the process of completing the work. Work stress is also a severe problem that
befalls every employee in the workplace. Stress can arise due to pressure or
tension from a lack of harmony between a person and their environment (Ridha, 2022). The stress experienced by employees due to the environment
they face will affect their job satisfaction. Hence, management needs to
improve the quality of the organizational environment for employees. This shows
that the higher the work stress felt by employees, the lower the employee job
satisfaction will decrease or vice versa (Bhastary, 2020). The lower the work stress, the higher the employee's job
satisfaction (Rivaldo, Sulaksono, & Pratama, 2021). Stress is when a person experiences tension because of
conditions that influence him. These conditions can be obtained from within a
person or from the environment outside a person.
Work
stress can have a serious impact on the psychological and biological condition
of employees, creating a less conducive work environment. This discomfort often
does not only originate from internal individual factors, but can also be
influenced by problems that arise within the company itself (Wu et al., 2020).These internal and external factors can
create a significant psychological burden for employees. One of the factors
that can influence work stress and improve employee well-being is work
motivation. With work
motivation, it is hoped that sub-agents or sellers will be enthusiastic about
selling goods according to the company's target because, of course, the company
has prepared bonuses for employees or sub-agents who sell their goods according
to the target (Ma & Kim, 2021). Researchers states
that motivation is a desire that arises from within a person or individual
because he is inspired, encouraged, and encouraged to carry out activities with
sincerity, joy, and sincerity so that the results of the activities he carries
out are reasonable and of good quality.
Proper
motivation will create enthusiasm, passion, and sincerity in a person's work.
Increased work enthusiasm and willingness to work voluntarily will result in
better work and increase work loyalty, which impacts employee performance (Balouch & Hassan, 2014). An indication of problems in the motivation variable is
the need for more encouragement in the form of direction and guidance to
employees so that employees feel unclear about their work. Tasks are given,
which result in a lack of employee motivation to achieve a strategic position (Andayani, 2020).
This
case usually occurs because the sub-agent does not get customers or LPG gas is
abundant. This is where work stress occurs. Work stress is a state or condition
of tension that affects a person's emotions, thought processes, and condition.
The work stress experienced by employees varies. Their research (Maghfiroh
& Wijayanti, 2021) stated that the factors that cause stress
are differences in the characteristics of each individual and the individual's
ability to deal with a problem. Ability to overcome stress, role ambiguity, and
role conflict. Role overload. Discrimination in the workplace, lack of
cooperation between colleagues, and job dissatisfaction (Pandita & Domnic, 2019). Organizational justice, poor sleep quality, lack of
motivation or external support, past trauma, and low psychological strength.
As
support for this research, researchers conducted a review of the variables used
in several previous studies in this research, including work stress, work
motivation, and job satisfaction. The research that has been carried out is as
follows. In research (Sembiring
et al., 2021) which examined the mediating effect of
job satisfaction on the influence of motivation and workability on employee
performance, the results of the study showed that work motivation had a
positive and significant effect on employee job satisfaction, work ability had
a negative effect and not significant to employee job satisfaction, work
motivation has a positive and significant effect on employee performance,
workability has a positive and significant effect on employee performance, job
satisfaction has a positive and insignificant effect on employee performance at
the Deli Serdang Regency Financial and Asset Management Agency. Indirectly, job
satisfaction does not mediate the relationship between motivation variables and
employee performance variables at the Deli Serdang Regency Financial and Asset
Management Agency (Osro, Nasution, & Sadalia, 2018).
Research
conducted by researchers states
that job satisfaction is a condition where employees feel satisfied with their
work (Yasa
& Dewi, 2019). People who express high satisfaction with their work tend
to be more productive. In contrast, unproductive people tend to experience
stress as workers (Ayala, Peiro Silla, Tordera, Lorente, & Yeves,
2017). This research aims to analyze the
effect of work stress on job satisfaction with motivation as a mediating
variable at the Denpasar City Revenue Agency. This research was conducted at
the Denpasar City Regional Revenue Agency. Based on the results of the research
analysis, it was found that work stress has a negative and significant effect
on job satisfaction. Job stress has a negative and significant effect on motivation.
Motivation has a positive and significant effect on job satisfaction.
Motivation can mediate the effect of work stress on job satisfaction. This
means that even though there is work stress, maximum job satisfaction will
arise if it is supported by high motivation.
Based
on the background analysis of the problem that has been explained, this
research aims to evaluate the impact of work stress on employee job
satisfaction levels and the extent to which work stress influences individual
work motivation in the work environment. The research objectives also include
identifying the impact of work motivation on employee job satisfaction levels
and further understanding the mediating role of work motivation in mitigating
the impact of work stress on job satisfaction.
The
results of the initial research survey and interviews with ten employees,
consisting of five male 3 kg gas sub-agents, four male 12 kg gas sub-agents,
and one female cashier at PT. Windhu Sari Gas Batubulan Branch, revealed the
high level of work stress they experienced, especially when they were unable to
sell gas cylinders according to company orders. The company applies very strict
rules regarding this matter, causing employees to experience relatively high
stress if the gas cylinders taken are not sold out.
RESEARCH METHODS
The
method used in this research is quantitative. The data sources used in this
research come from primary and secondary sources. Data collection was carried
out through interviews, questionnaires and observations. The variable used is a
questionnaire distributed using a Likert scale. Job stress, motivation and job
satisfaction are the research objects used. Work stress and lack of motivation
from employees are often found in companies, resulting in a lack of job
satisfaction that they receive. This
location is located at PT. Windhu Sari Gas on Jalan Raya Pasekan No 8A
Batubulan, Sukawati, Gianyar, Bali, Indonesia. The object of this research is
PT. Windhu Sari Gas Batubulan Branch, located on Jalan Raya Pasekan No 8A Batubulan,
Sukawati, Gianyar, Bali, Indonesia, was founded in 2010. This company supplies
3kg and 12 kg gas cylinders by supplying sub-agents and supplying itself in the
Gianyar and East regions. Denpasar area. This object was chosen because
employees experienced work stress. The reason is, if you do not spend or sell
gas according to the target, the company will impose sanctions on the company's
sub-agents or gas sellers. This
location was chosen because problems were found related to work stress, lack of
motivation and job satisfaction. The population in this study were employees of
PT. Windhu Sari Gas Batubulan Branch: This research uses a saturated sampling
method. In this sampling technique, all members of the population are sampled.
Instrument testing in this research tests validity and reliability, so a valid
and reliable instrument is needed to get these results.
RESULTS AND DISCUSSION
PT.
Windhu Sari Gas Batubulan Branch is a gas agent located in Gianyar and, more
precisely, on Jalan Raya Pasekan, number 10 Batubulan Gianyar. This company
sells 3 kg and 12 kg gas; They have many gas compressors or sub-agents. There
is also a branch in the Tampak Siring area. PT. Windhu Sari Gas Batubulan
Branch was established in 2010. It supplies 3 kg and 12 kg LPG Gas. The owner
of the company, Wayan Kasnata, was born in Tampak Siring, Gianyar, Bali,
Indonesia. When the company was founded in 2010, it only accepted a few
sanders. In 2014, the company received a 40% increase in sanders from the first
year it opened. This location is located at PT. Windhu Sari Gas on Jalan Raya
Pasekan No 8A Batubulan, Sukawati, Gianyar, Bali, Indonesia. This location was
chosen because problems were found related to work stress, lack of motivation
and job satisfaction. Based on the results of research conducted on employees
at PT. Windhu Sari Gas Batubulan branch, it can be seen that the
characteristics of the respondents include age, gender and highest level of
education, which are explained in Table 1.
Table 1 Characteristics of Respondents
|
No |
Variable |
Classification |
Number of people) |
Percentage (%) |
|
1 |
Gender |
Man |
51 |
96.2 |
|
Woman |
2 |
3.8 |
||
|
Amount |
53 |
100 |
||
|
2 |
Age |
<20 years |
4 |
7.5 |
|
21-30 years old |
37 |
69.8 |
||
|
31-40 years old |
12 |
22.6 |
||
|
Amount |
53 |
100 |
||
|
3 |
Last education |
Diploma |
2 |
3.8 |
|
SMA/SMK |
51 |
96.2 |
||
|
Amount |
53 |
100 |
||
|
4 |
Years of service |
<1 year |
6 |
11.3 |
|
1-5 years |
36 |
67.9 |
||
|
6-10 years |
11 |
20.8 |
||
|
Amount |
53 |
100 |
||
Source: Attachment 3
Based
on Table 1, it can be seen that 53 respondents at PT Windhu Sari Gas Batubulan
branch were used as samples. If we look at gender, employees at PT Windhu Sari
Gas Batubulan branch who are male dominated in this research with a percentage
of 96.2 percent. If we look at age, employees at PT Windhu Sari Gas Batubulan
branch aged 21-30 years dominate with a percentage of 69.8 percent. If we look
at the latest education, employees at PT Windhu Sari Gas Batubulan branch who
have high school/vocational education dominate with a percentage of 96.2
percent. Suppose we look at the length of service. In that case, employees at
PT Windhu Sari Gas Batubulan branch who have worked for 1-5 years dominate with
a percentage of 67.9 percent.
Research Instrument Test Results
A.
Validity test
Validity
tests are carried out to determine the extent to which the measuring instrument
can be used to measure what it should measure. A questionnaire can be valid if
the questions can reveal something that will be measured. An instrument is
valid if the Pearson correlation value with the total score is above 0.3 (Darma, 2021). The results of the validity test of this research are
shown in Table 2 below.
Table 2 Validity Test Results
|
No. |
Variable |
Instrument |
Pearson Correlation |
Information |
|
1. |
Job
satisfaction(Y) |
Y
1 |
0.919 |
Valid |
|
Y
2 |
0.941 |
Valid |
||
|
Y
3 |
0.975 |
Valid |
||
|
Y
4 |
0.933 |
Valid |
||
|
2. |
Job
stress (X) |
X
1 |
0.947 |
Valid |
|
X
2 |
0.952 |
Valid |
||
|
X
3 |
0.918 |
Valid |
||
|
X
4 |
0.851 |
Valid |
||
|
X
5 |
0.939 |
Valid |
||
|
X
6 |
0.956 |
Valid |
||
|
3. |
Work
motivation (Z) |
Z
1 |
0.965 |
Valid |
|
Z
2 |
0.898 |
Valid |
||
|
Z
3 |
0.981 |
Valid |
||
|
Z
4 |
0.965 |
Valid |
||
|
Z
5 |
0.910 |
Valid |
||
|
Z
6 |
0.945 |
Valid |
Source: Attachment 4
It
can be concluded in Table 2 that all research variable instruments in the form
of work stress, work motivation, and job satisfaction have met the validity
test requirements where the Pearson correlation value for each instrument is
above 0.30, so the instrument is suitable for use as a measuring tool for these
variables.
B.
Reliability Test
Reliability testing is a tool for
measuring a questionnaire, an indicator of a variable or construct. An
instrument is declared reliable if it produces the same data repeatedly. The
results of the instrument have a Cronbach's Alpha value greater than 0.60, so
the instrument used is reliable (Halimoon, Mukhtar, & Roddin, 2021). The results of the reliability test
research can be seen in Table 3.
Table 3 Reliability Test
|
No. |
Variable |
Cronbach's Alpha |
Information |
|
1. |
Job satisfaction (Y) |
0.957 |
Reliable |
|
2. |
Job stress (X) |
0.967 |
Reliable |
|
3. |
Work motivation (Z) |
0.975 |
Reliable |
Source:
Attachment 5
Table
3 shows the reliability test for each variable, namely job satisfaction of
0.957, work stress of 0.967, and work motivation of 0.975, which has a value
above 0.60 as shown in the Cronbach's
Alpha results, so it can be said that all instruments have met the
reliability requirements.
Job
satisfaction
The job
satisfaction variable in this research is the dependent variable. Y. symbolizes
the job satisfaction variable. It is measured using four statements, which are
responded to using a 5-point Likert scale.
Table 4 Description of Respondents' Answers to Job
Satisfaction
|
No |
Statement |
Respondent's Answer (person) |
Amount |
Average |
Criteria |
||||
|
1 |
2 |
3 |
4 |
5 |
|||||
|
1 |
I have good relations
with my superiors |
1 |
10 |
14 |
6 |
22 |
197 |
3.72 |
Tall |
|
2 |
I have received a
bonus from sales |
1 |
17 |
10 |
11 |
14 |
179 |
3.38 |
Enough |
|
3 |
I always follow
company rules |
1 |
11 |
19 |
4 |
18 |
186 |
3.51 |
Tall |
|
4 |
I always enjoy my work
here |
1 |
11 |
15 |
10 |
16 |
188 |
3.55 |
Tall |
|
Average |
3.54 |
Tall |
|||||||
Source: Appendix 6
Based on Table 4, it is known that respondents' perceptions regarding
the job satisfaction variables that have the highest and lowest averages are as
follows.
a) The job
satisfaction variable that has a low average is the statement "I have
received a bonus from sales results," which obtained an average value of
3.38, which is within the sufficient criteria but has the lowest average value
compared to the other statements, this means In general, respondents think they
have not received a bonus from sales results.
b) The job
satisfaction variable with a high average is the statement "I have a good
relationship with my superiors," which obtained an average value of 3.72,
included in the high criteria. This means that, in general, respondents feel
they have a good relationship with their superiors.
c) The
satisfaction variable that has a high average is the statement "I always
follow company rules," which obtained an average value of 3.51, which is a
high criterion; this means that, in general, the respondent feels they have
followed the rules well, but all employees should be able to follow them.
Company regulations properly.
d) The
satisfaction variable that has a high average is the statement "I always
enjoy my work here," which obtained an average value of 3.55, which is
included in the high criteria. This means that, in general, the respondent
feels that they have enjoyed their work here. However, the company must be able
to embrace all employees. Employees feel at home here.
Work
stress
The work stress
variable in this study is an independent variable. X. symbolizes the work stress
variable. It is measured using six statements, which are responded to using a
5-point Likert scale.
Table 5 Description of Respondents' Answers to Work Stress
|
No |
Statement |
Respondent's Answer (person) |
Amount |
Average |
Criteria |
||||
|
1 |
2 |
3 |
4 |
5 |
|||||
|
1 |
I enjoy
my work |
0 |
16 |
14 |
7 |
16 |
182 |
3.43 |
Tall |
|
2 |
I can
already manage my colleagues |
0 |
16 |
16 |
6 |
15 |
179 |
3.38 |
Enough |
|
3 |
I have
been able to complete office tasks on time |
0 |
18 |
17 |
7 |
11 |
170 |
3.21 |
Enough |
|
4 |
I have
never had any problems with my co-workers |
2 |
14 |
17 |
8 |
12 |
173 |
3.26 |
Enough |
|
5 |
I always
communicate well with my colleagues |
0 |
16 |
11 |
9 |
17 |
186 |
3.51 |
Tall |
|
6 |
I am
always responsible for my work |
0 |
18 |
15 |
8 |
12 |
173 |
3.26 |
Enough |
|
Average |
3.34 |
Enough |
|||||||
Source: Appendix 6
Based on Table 5, it is known that
respondents' perceptions regarding the work stress variables that have the
highest and lowest averages are as follows.
a) The work stress variable with the lowest
average is "I have been able to complete office tasks on time," which
obtained an average value of 3.21, which is within the sufficient criteria but
has a low average value compared to these other statements. This means that
respondents generally feel they have yet to be able to complete office tasks on
time.
b) The work stress variable with the highest
average is "I always communicate well with my co-workers."
c) The work stress variable with the highest
average is "I enjoy my work," which obtained an average of 3.43,
which is in the high criteria. This means that, in general, the respondent
feels that they always enjoy their work at their place of work.
d) The work stress variable with a
sufficient average is "I can manage my colleagues," which obtained an
average value of 3.38, within the sufficient criteria. This means that, in
general, not all respondents can manage their colleagues.
e) The work stress variable with a
sufficient average is the statement "I never have problems with office
colleagues," which obtained an average value of 3.26, within the
sufficient criteria. This means that, in general, not all respondents have good
relationships.
f) The work stress variable with a
sufficient average is "I am always responsible for my work," which
obtained an average value of 3.26, within the sufficient criteria. This means
that, in general, not all respondents are responsible for their work.
Work motivation
The
work motivation variable in this research is a mediating variable. Z.
symbolizes the work motivation variable. It is measured using six statements,
which are responded to using a 5-point Likert scale.
Table 6 Description of
Respondents' Answers to Work Motivation
|
No |
Statement |
Respondent's Answer (person) |
Amount |
Average |
Criteria |
||||||||||||
|
|
1 |
2 |
3 |
4 |
5 |
|
|
|
|||||||||
|
1 |
I always
push myself to achieve sales targets |
4 |
9 |
9 |
7 |
24 |
197 |
3.72 |
Tall |
||||||||
|
2 |
I always
want to complete my assignments well |
3 |
16 |
12 |
17 |
5 |
164 |
3.09 |
Enough |
||||||||
|
3 |
I can
always solve my problems |
4 |
10 |
15 |
0 |
24 |
189 |
3.57 |
Tall |
||||||||
|
4 |
I can be
a role model for my colleagues |
4 |
9 |
10 |
10 |
20 |
192 |
3.62 |
Tall |
||||||||
|
5 |
I am
willing to help my colleagues during working hours |
0 |
11 |
20 |
5 |
17 |
187 |
3.53 |
Tall |
||||||||
|
6 |
I am
always disciplined at work |
0 |
12 |
20 |
0 |
21 |
189 |
3.57 |
Tall |
||||||||
|
Average |
3.52 |
Tall |
|||||||||||||||
Source: Appendix 6
Based
on Table 6, it is known that respondents' perceptions regarding the work
motivation variables that have the highest and lowest averages are as follows.
a) The work motivation variable that has the
lowest average is the statement "I always want to complete my tasks
well," which obtained an average value of 3.09, which is within the
sufficient criteria but has a low average value compared to the other statements,
this means In general, respondents felt that they had not been able to complete
their tasks correctly.
b) The work motivation variable with the
highest average is the statement "I always push myself to achieve sales
targets," which obtained an average value of 3.72, included in the high
criteria. This means that, in general, respondents always push themselves so
they can achieve sales targets.
c) The work motivation variable with the
highest average is "I can always solve problems myself," which
obtained an average value of 3.57, included in the high criteria. This means
that, in general, respondents can always solve their problems well. However,
the company must help employees so that everyone can solve their problems.
d) The work motivation variable with the
highest average is "I can always be a role model for my colleagues,"
which obtained an average value of 3.62, included in the high criteria. This
means that, in general, respondents feel they can always be a role model for
colleagues. -other colleagues in the company.
e) The work motivation variable that has the
highest average is the statement "I am willing to help my colleagues
during working hours," which obtained an average value of 3.53, which is
included in the high criteria; this means that, in general, respondents feel
that they always work together to help their colleagues�another colleague.
f) The work motivation variable with the
highest average is "I am always disciplined at work," which obtained
an average value of 3.57, a high criterion. This means that, in general,
respondents feel that they always push themselves to be disciplined at work.
The theoretical implications of the
results of this research can expand information and insight. It is also hoped
that it can be used as a reference in developing further research and can be
compared with the results of further research regarding work stress, work
motivation, and job satisfaction, which can prove empirically that the theory
used in this research refers to on social exchange theory (The Social Exchange
Theory). Theoretically, this research also explains that low work stress and
high work motivation can increase job satisfaction. When work stress
experienced by employees increases, it will reduce work motivation, so the
decrease in work motivation felt by employees has the potential to reduce
satisfaction.
Work practical Implications this research is expected to be material
for consideration and input for management at PT. Windhu Sari Gas Batubulan
Branch pays attention to employee job satisfaction by considering work stress
and motivation. Based on the research results, the statements contained in the
questionnaire show that the employee's assessment of work stress is in the
sufficient category. This proves that employees' low work stress and high work
motivation can increase job satisfaction at PT. Windhu Sari Gas Batubulan
branch. This can be used by management at PT. Windhu Sari Gas Batubulan branch
will take policies to maintain or reduce work stress experienced by employees
at PT. Windhu Sari Gas Batubulan branch so that it will increase work
motivation at PT. Windhu Sari Gas Batubulan Branch, increasing work motivation
will increase job satisfaction at PT. Windhu Sari Gas Batubulan Branch.
CONCLUSION
This
research reveals substantial insights in various dimensions. First, this
research shows a significant relationship between job stress and job
satisfaction, emphasizing that increasing stress levels in the workplace can
have an adverse impact on employee satisfaction. Second, this study identified
an important and negative correlation between work motivation and job
satisfaction, which underscores the role of motivation in influencing overall
levels of job satisfaction. Third, the investigation revealed the profound and
detrimental impact of job stress on work motivation, indicating that high
levels of stress can reduce employee motivation in the work environment.
Fourth, this study identifies work motivation as an important mediator,
indicating its role in mediating the influence of work-related stress on job
satisfaction. Based on these findings, it is recommended that the management of
PT. Windhu Sari Gas Batubulan Branch focuses on increasing job satisfaction by
implementing strategies that overcome work stress and increase work motivation,
thereby improving overall employee working conditions.
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