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THE EFFECT OF WORKLOAD,
WORK STRESS AND WORK-LIFE
BALANCE ON EMPLOYEE PERFORMANCE (CASE STUDY ON STARTUP EMPLOYEES IN JAKARTA)
Alfi Mufida Ahmad, Agung Wahyu Handaru, Osly Usman
Universitas Negeri Jakarta, Indonesia
E-mail:
[email protected], [email protected],
[email protected]
|
KEYWORDS Workload, Work Stress and Work-Life Balance
on Employee Performance |
ABSTRACT In order to ultimately boost
business earnings, this study tries to ascertain the impact of workload, work
stress, and work-life balance on employee performance. Descriptive
quantitative research methodology is employed. This study used an unlimited
number of startup employees in Jakarta as its population. The nonprobability
sampling approach is employed in the sampling procedure. According to the
research's findings, employee performance among startup workers in Jakarta is
significantly improved by workload. Because of this, the company's
performance expectations will not be met the more work the employees feel
they are expected to do. Workload significantly influences how stressed out
startup employees in Jakarta feel at work. Thus, employees experience more
stress the more work they have to do. Work-life balance for startup employees
in Jakarta is significantly impacted by workload. As a result, employees feel
less of a work-life balance as their burden increases. Workplace stress
significantly affects startup employees' productivity in Jakarta. Employee
performance suffers as a result of increased work stress. Work-life balance
significantly influences how well startup employees in Jakarta perform at
work. Therefore, the greater the employee's success for the organization, the
better the ability to manage work and personal life. Work-life balance is
significantly impacted by work stress for startup employees in Jakarta.
Therefore, the employee would experience less stress the better he can balance
his life. work stress and workload have a significant effect on employee
performance. this means that the amount of burden and stress felt by
employees causes employee performance to decrease. workload, work stress have
a significant effect on work-life balance. this means that workload and work
stress will be reduced when employees can balance their lives. workload, work
life balance has a significant effect on employee performance. This means
that the demands of work will cause difficulties for employees to balance
between personal life and work life. Work-life balance is significantly
impacted by workload and workplace stress. Employees will perform better when
they can balance their personal and professional life, which will lessen
work-related stress. workload, work stress and work life balance affect
performance. this means that workload and work stress will decrease when
employees can balance their lives so that employees will improve their
performance. |
INTRODUCTION
Human
Resources (HR) plays a crucial function for a business or organization in this
era of globalization. Because the company's ability to successfully accomplish
its objectives depends on the skills of its human resources, or personnel.
Employees are an organization's most valuable resource when it comes to
attaining its goals, and those that perform well can significantly contribute
to the tasks that need to be completed. The effectiveness of a program of
activities on policy in achieving the goals, objectives, vision, and mission of
the business as outlined in its strategic planning is demonstrated by the
performance of its personnel.
Employee
performance is the result of the actions taken by human resources or employees
within a specific time frame to carry out their jobs in accordance with the
responsibilities assigned to them. Every employee anticipates that the work
they do at work will be able to meet their demands and, if they are, will
result in a sense of satisfaction. Researchers are interested in the study's
performance variables because there has been a Covid-19 virus outbreak since
2020, which prevents several industries from operating normally and results in
government-imposed mobility restrictions that have an impact on workers, in
this case those working for startup businesses. Startup businesses in Jakarta
are still accepting applications for remote work arrangements. Work from home
or anywhere, according to research by Mustajab in
(Aji & Lataruva, 2022) has a negative impact on
performance. Some employees who work from home become less productive because
there aren't any work support resources like computers or internet networks,
and they may also experience other disorders like feeling overwhelmed by their
surroundings. This is consistent with the findings of a pre-survey carried out
by researchers, where 73 percent of respondents (22 employees) said they could
finish work in the office as opposed to at home. This statement came to the
conclusion that working from home involves several challenges, making it
difficult to execute tasks accurately and on time.
Every
company, regardless of its sphere of operation, will seek company growth. To
support this objective, every organization must consider the work-life balance
of each employee. It is anticipated that the establishment of a solid work-life
balance for each employee would result in a significant improvement in
performance, which will have a positive effect on the company's profitability.
According to Robbins & Coulter (Robbins, 2016), individuals with a
supportive, family-friendly workplace report greater job satisfaction.
Companies who do not establish work-life balance for their employees will have
difficulty attracting and retaining qualified workers. A good firm or
organization must guarantee that its employees are not overworked, as this can
result in an unbalanced life outside of work and deteriorated health, which can
lead to employee stress, decreased productivity, and decreased job
satisfaction. The relationship between workload, work stress, and job
satisfaction and work-life balance can be stated.
A
startup company is a new business characterized by technological innovation. In
general, millennials and zentennials make up the
majority of startup companies' workforce. Where startup companies utilize a
distinct work environment than established enterprises. This is achieved in
part by offering a pleasant working environment with a variety of conveniences.
In addition, employees have the ability to select their work location and work
hours.
Based
on the findings of a preliminary survey performed by researchers on work-life
balance, 73 percent (22 employees) reported that work had interfered with their
personal lives. This indicates that employees of startup companies in Jakarta
do not have a healthy work-life balance, therefore they frequently neglect
their personal needs in favor of work. According to the information provided by
the employee of the startup, this is due to the fact that they continue to work
after returning home, and even on weekends. Workload is another element that
can reduce work-life balance. According to (Cooper, 2001), employees' work
stress will be affected by their workload. A high workload will make employees
to feel pressurized by the demands that must be met, causing them to feel
uncomfortable and confused if they are unable to meet the company's or
organization's demands.
In
addition, researchers conducted a preliminary poll on workplace stress and
discovered that 73 percent (22 employees) felt workplace stress due to the fact
that they were required to complete work rapidly. In this instance, the
researcher stated that excessive workload and rapid processing time contributed
to employee anxiety. According to the information provided by the respondents,
their workload was excessive because they were frequently asked to perform
additional tasks. In addition, they are frequently required to do work fast
during work hours.
High
work demands prevent people from taking time off and relaxing. Job demands are
caused by an excessive workload and a lack of time to complete tasks. This can
result in employees becoming worried and sad, which has a negative effect on
their performance and hinders the company's ability to achieve its goals. In
addition, employees who lack a work-life balance will experience demotivation
at work, which will have a negative effect on their mental health. In addition,
according to a work poll performed by Blind Insider with 11,000 respondents
from the 30 largest IT companies, 57.1% of employees reported experiencing
burnout/work stress.
RESEARCH METHODS
A population is a
set (total number) of individuals or units with characteristics to be
investigated (the quality and size on which an evaluation is based) by the
researcher (Raihan, 2017). This study will use an infinite population, as the
total number of startup employees in Jakarta is not bounded.
According to Sugiono (Sugiono, 2013), samples
comprise a portion of the population's size and features. If the population is
exceedingly huge and the researcher does not have the resources, time, or
energy to examine every member of the community, then the researcher can use
samples from that population.
This study employs
a nonprobability sampling strategy, in which not every element or person of the
population has an equal chance of being included in the sample. With the type
of purposive sampling, specifically the method of determining samples by taking
into account specific factors.
The goal of
validity tests is to determine the accuracy of each item. As an experiment on
the instrument test, the instrument test is a parameter of all variables in the
study using a questionnaire or questionnaire, transmitting it to respondents to
attest to their feelings and assumptions, albeit on a small scale. The instrument
test must prioritize, among other criteria, its validity and dependability.
Some of the data used in the validity test for instrument testing came from as
many as thirty respondents who were samples from the research population.
Minimum number of responses for questionnaire testing is thirty. With a minimum
of 30 individuals, the distribution of values will resemble the normal kurve more closely. The sample used to test this instrument
consisted of (120) respondents from Jakarta-based startup enterprises.
The data is then
processed using SmartPLS 4.0. The calculation of the
validity test is based on a comparison of r-count and r-table. For the
instrument test, this study compares the values of r count and r table at a
significance level of 5% for n-2 degrees of freedom. If r count is greater than
r table, the question or indicator is deemed acceptable; conversely, if r count
is less than r table, the question or indicator is deemed invalid (Ghozali, 2011). With 30 respondents, the r-table was found
to be 0.361 in this investigation. The processed results of the variable
validity test of product quality using SmartPLS 4.0
are displayed in table 1 below.
Table
1
Validity
Test Results
|
Work Load |
Employee
Performance |
Work Stres |
Work
Life Balance |
|
|
Work
Load 1 |
0,770 |
|||
|
Work
Load 2 |
0,849 |
|||
|
Work
Load 3 |
0,894 |
|||
|
Work
Load 4 |
0,885 |
|||
|
Work
Load 5 |
0,899 |
|||
|
Work
Load 6 |
0,899 |
|||
|
Work
Load 7 |
0,861 |
|||
|
Work
Load 8 |
0,804 |
|||
|
Employee
Performance 1 |
0,715 |
|||
|
Employee
Performance 2 |
0,838 |
|||
|
Employee
Performance 3 |
0,832 |
|||
|
Employee
Performance 4 |
0,885 |
|||
|
Employee
Performance 5 |
0,832 |
|||
|
Employee
Performance 6 |
0,832 |
|||
|
Employee
Performance 7 |
0,840 |
|||
|
Employee
Performance 8 |
0,732 |
|||
|
Employee
Performance 9 |
0,739 |
|||
|
Work Stres
1 |
0,790 |
|||
|
Work Stres
10 |
0,853 |
|||
|
Work Stres
11 |
0,836 |
|||
|
Work Stres
12 |
0,800 |
|||
|
Work Stres
13 |
0,816 |
|||
|
Work Stres
14 |
0,786 |
|||
|
Work Stres
2 |
0,763 |
|||
|
Work Stres
3 |
0,711 |
|||
|
Work Stres
4 |
0,883 |
|||
|
Work Stres
5 |
0,843 |
|||
|
Work Stres
6 |
0,855 |
|||
|
Work Stres
7 |
0,843 |
|||
|
Work Stres
8 |
0,798 |
|||
|
Work Stres
9 |
0,798 |
|||
|
Work Life Balance
1 |
0,763 |
|||
|
Work Life Balance
11 |
0,784 |
|||
|
Work Life Balance
12 |
0,758 |
|||
|
Work Life Balance
15 |
0,872 |
|||
|
Work Life Balance
17 |
0,852 |
|||
|
Work Life Balance
18 |
0,799 |
|||
|
Work Life Balance
2 |
0,822 |
|||
|
Work Life Balance
20 |
0,809 |
|||
|
Work Life Balance
22 |
0,809 |
|||
|
Work Life Balance
3 |
0,861 |
|||
|
Work Life Balance
4 |
0,900 |
|||
|
Work Life Balance
5 |
0,702 |
|||
|
Work Life Balance
6 |
0,905 |
|||
|
Work Life Balance
7 |
0,785 |
|||
|
Work Life Balance
8 |
0,880 |
RESULTS AND
DISCUSSION
Reality Test
(Composite Realibilty)
����������� Cronchbach's Alpha pens were used to determine the internal
consistency dependability of multiple-item scales, provided that the value was
more than 0.70. Composite Reliability is a statistical approach for testing the
true value of variables; it can also be used to assess reliability, provided
that the reliability value of Composite Reliability is always greater than Cronchbach's Alpha. The following table illustrates the SmartPLS output for composite reliability values.
Table
2
Convergent
Validity
|
Cronbach's alpha |
Composite
reliability (rho_a) |
Composite
reliability (rho_c) |
Average variance
extracted (AVE) |
|
|
Work Load |
0,949 |
0,951 |
0,957 |
0,738 |
|
Employee
Performance |
0,932 |
0,938 |
0,944 |
0,651 |
|
Work Stres
|
0,960 |
0,961 |
0,965 |
0,662 |
|
Work Life
Balance |
0,965 |
0,968 |
0,969 |
0,675 |
Direct Effect
Table
3
Direct
Effect
|
Original
sample (O) |
Sample
mean (M) |
Standard
deviation (STDEV) |
T
statistics (| O/STDEV|) |
P
values |
|
|
Work
Load -> Employee
Performance |
0.229 |
0.298 |
0.150 |
3,975 |
0.033 |
|
Work
Load -> Work Stres |
0,773 |
0,759 |
0,088 |
8,777 |
0,000 |
|
Work
Load -> Work Life Balance |
0,276 |
0,259 |
0,116 |
2,398 |
0,014 |
|
Work
Stres -> Employee Performance |
0,350 |
0,299 |
0,184 |
2,543 |
0,027 |
|
Work
Stres -> Work Life Balance |
0.724 |
0.723 |
0.078 |
9,301 |
0.000 |
|
Work
Life Balance -> Employee
Performance |
0,357 |
0,359 |
0,154 |
2,320 |
0,020 |
�
Workload
> Employee Performance
Employee
Performance is positively and significantly influenced by Workload.
Work
Stress > Work Load
The
original sample has a significance level below 0.05, or 5 percent, as evidenced
by the p value of 0.000. This indicates that the link has a substantial impact.
Employee
is positively and significantly impacted by workload. Work Pressure
Responsibility
> Work-Life Balance
The
original sample has a significance level of less than 0.05, or 5 percent, as
evidenced by the p value of 0.014, indicating that the link has a substantial
impact.
Workload
has a strong and beneficial effect on Work Life Balance.
Work
Stress > EmployeeWorking Conditions
The
original sample has a significance level below 0.05, or 5 percent, as evidenced
by the p value of 0.027, indicating that the link has a substantial impact.
Work
Stress has a strong and favorable effect on Employe Performance.
Work-life
equilibrium> Employeework
The
initial sample size of 0. 357 with a significance level below 0.05 or 5 percent
as demonstrated by a p value of 0.020 indicates that the link has a significant
influence.
Employees'
Work is positively and significantly affected by Work Stress.
Stress at
Work > Work-Life Balance
The
initial sample size of 0. 357 with a significance level below 0.05 or 5 percent
as demonstrated by a p value of 0.020 indicates that the link has a significant
influence.
Employees'
Work is positively and significantly affected by Work Stress.
Indirect
Effect
Table 4
Inderect Effect
|
Original
sample (O) |
Sample
mean (M) |
Standard
deviation (STDEV) |
T
statistics (| O/STDEV|) |
P
values |
|
|
Work
Load -> Work Stres -> Employe Performance |
0,180 |
0,186 |
0,146 |
1,231 |
0,021 |
|
Work
Load -> Work Stres -> Work Life Balance |
0,560 |
0,550 |
0,097 |
5,759 |
0,000 |
|
Work
Load -> Work Life Balance -> Employe Performance |
0,045 |
0,042 |
0,037 |
1,200 |
0,023 |
|
Work Stres -> Work Life Balance -> Employe Performance |
0,258 |
0,261 |
0,119 |
2,162 |
0,031 |
|
Work
Load -> Work Stres -> Work Life Balance ->
Employe Performance |
0,200 |
0,199 |
0,097 |
2,047 |
0,041 |
Workload
> Work Stress > Performance of Employees
Based
on the above table, it can be seen that the original sample is 0.180 with a
significance level below 0.05 or 5 percent, as represented by a p value of
0.021, indicating a substantial positive influence.
Workload
and stress are favorable effect to employee performance
Workload
> Stress at Work > Work-Life Balance
It
can be observed from the table above that the original sample has a
significance level below 0.05 or 5%, as demonstrated by a p value of 0.000,
indicating a substantial positive influence.
Workload
and workplace stress significantly improve work-life balance.
Workload
> Work-Life Balance > Performance of Employees
The
original sample is 0. 045 with a significance level below 0.05 or 5 percent, as
indicated by a p value of 0. 023, indicating that it has a substantial positive
affect.
Workload
and work-life balance have favorable impact on employee performance.
Work-Life
Balance > Stress at Work > Employee Performance
The
original sample is 0. 258 with a significance level below 0.05 or 5 percent, as
demonstrated by a p value of 0.031, indicating that it has a substantial
positive affect.
Workplace
stress and work-life balance have a favorable effect on employee performance.
Workload
> Work Stress > Work-Life Balance > Performance of Employees
The
original sample is 0. 200 with a significance level below 0.05 or 5 percent, as
demonstrated by a p value of 0. 041, indicating that it has a substantial
positive affect.
Workload,
stress at work, and work-life balance have a favorable impact on employee
performance.
CONCLUSION
Following are
various conclusions that can be derived from the study and debate presented
above:
The workload has a
considerable favorable effect on the performance of Jakarta's startup
personnel. Therefore, the larger the workload felt by employees, the lower the
company's performance would be.
Workload has a
substantial effect on employee stress in Jakarta startups. Therefore, the
bigger the amount of work, the greater the stress felt by employees.
Workload has a
substantial impact on the work-life balance of Jakarta startup employees.
Therefore, the greater the workload, the less work-life balance employees
experience.
Work stress has a
substantial impact on the work performance of Jakarta startup employees.
Therefore, the more the stress at work, the less productive employees become.
Work-life balance
has a huge impact on the work performance of Jakarta's startup employees.
Therefore, the greater the employee's ability to combine work and personal
life, the greater the company's performance.
In Jakarta, work stress
has a substantial impact on the work-life balance of startup employees.
Therefore, the more an employee can enhance their lives, the less stress they
will experience.
Workload, work
stress have a significant effect on employee
performance. This means that the amount of burden and stress felt by employees
causes employee performance to be low.
Workload and
workplace stress significantly impact work-life balance. When people are able
to balance their personal and professional lives, their workload and stress
levels will decrease.
Workload, work
life balance has a significant effect on employee performance. This means that
the demands of work will cause difficulties for employees to balance between
personal life and work life.
Workload and
workplace stress significantly impact work-life balance. This implies that job
stress will be minimized when people are able to balance their personal and
professional life, resulting in enhanced performance.
workload, work
stress and work life balance affect performance. this means that workload and
work stress will decrease when employees can balance their lives so that
employees will improve their performance.
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Copyright holders:
Alfi Mufida
Ahmad, Agung Wahyu Handaru, Osly
Usman (2022)
First publication right:
Devotion - Journal of Research and Community Service
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