Gambaran Stres Kerja pada Karyawan di Proyek PLTGU Muara Tawar PT Hutama Karya Kabupaten Bekasi

IF 0.9 Q3 INFORMATION SCIENCE & LIBRARY SCIENCE

Journal of Information & Knowledge Management Pub Date : 2021-06-02 DOI:10.52022/JIKM.V13I2.187

Annisa Tria Widiaty, Rizki Amalia, Dyah Utari, N. Fithri

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引用次数: 0

Abstract

Abstrak Latar belakang: Tempat kerja merupakan salah satu tempat dimana pemicu stres dapat berkembang. Stres kerja merupakan hal umum yang dapat dialami oleh para pekerja. Stres kerja dapat diakibatkan karena ketidakmampuan pekerja dalam memenuhi tuntutan untuk menyelesaikan pekerjaannya atau adanya rasa ketidaknyamanan dan ketidakpuasan dalam bekerja. Beban kerja yang banyak, tenggang waktu yang sedikit, komunikasi antar pekerja yang kurang baik, serta faktor lainnya dapat menjadi sumber stres. Tujuan penelitian ini untuk mengetahui gambaran stres kerja pada karyawan di Proyek PLTGU Muara Tawar PT Hutama Karya. Metode: Jenis penelitian ini yaitu deskriptif kuantitatif dengan desain cross-sectional. Populasi penelitian ini yaitu seluruh karyawan di Proyek PLTGU Muara Tawar PT Hutama Karya. Sampel yang digunakan sejumlah 118 karyawan. Teknik pengambilan sampel dengan simple random sampling. Analisis data menggunakan analisis univariat. Hasil: Hasil penelitian menunjukkan sebanyak 24 karyawan (20,3%) tidak mengalami stres kerja, 89 karyawan (75,4%) mengalami stress kerja ringan, dan 5 karyawan (4,2%) mengalami stres kerja sedang. Kesimpulan: Sebagian besar karyawan di Proyek PLTGU Muara Tawar PT Hutama Karya mengalami stres kerja ringan. Oleh karena itu, pekerja disarankan untuk menerapkan manajemen stres agar dapat mencegah stres sedini mungkin, memanfaatkan waktu istirahat dalam bekerja sebaik mungkin, dan melakukan interaksi sosial antar pekerja untuk terciptanya hubungan dalam pekerjaan yang baik. Occupational Stress Level Among Employees at PLTGU Muara Tawar Project PT Hutama Karya Bekasi Abstract Background: Workplace is one of the places where stressors can be develop. Occupational stress is a common thing that can be experienced by the employees. Occupational stress can be caused by or due to, please choose one the inability of the employees to meet the demands to complete their work or the feeling of discomfort and dissatisfaction at work. Lots of workloads, short period of time, poor communication between employees, and other factors can be the source of occupational stress. The purpose of this study was to determine the description of occupational stress among employees at PLTGU Muara Tawar Project PT Hutama Karya. Methods: This study was a descriptive quantitative research with cross-sectional design. The population of this research is all employees at the Muara Tawar PLTGU Project PT Hutama Karya. The sample was 118 employees. The sampling technique used was simple random sampling. Data were analyzed in proportion and frequency. Result: The results showed that 24 employees (20,3%) were never had occupational stress, 89 employees (75,4%) had mild occupational stress, and 5 employees (4,2%) had moderate occupational stress. Conclusion: Most of the employees at PLTGU Muara Tawar Project PT Hutama Karya had mild occupational stress. Therefore, employees are recommended to apply stress management in order to prevent stress, make the best of their worktime, and having social interactions between employees to create a good work relationships.

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贝卡西摄政伏尔摩河口核电站员工工作压力图

背景摘要：工作场所是压力触发因素产生的地方之一。工作压力是员工经常经历的事情。工作压力可能是由于员工无法满足完成工作的要求，或者在工作中感到不适和不适。大量的工作、一点时间、员工之间不太好的沟通以及其他因素都可能是压力的来源。本研究的目的是了解PLTGU项目Tawar PT Forest work员工的工作压力形象。方法：本研究采用横断面设计进行定量描述。研究人群是PLTGU项目Tawar PT森林工程的全体员工。118名员工使用的样本。简单随机抽样的抽样技术。使用单变量分析的数据分析。结果：研究表明，24名员工（20.3%）在工作中没有压力，89名员工（75.4%）在工作时有压力，5名员工（4.2%）在上班时有压力。结论：PLTGU Muara Tawar PT Hutama Karya的大多数员工都有轻微的工作压力。因此，建议员工应用压力管理，以尽可能防止当前的压力，尽可能多地休息，并在员工之间进行社交互动，从而在良好的工作中建立关系。【UNK】PLTGU Muara Tawar项目PT Hutama Karya Bekasi员工的职业压力水平【UNK）摘要背景：工作场所是可能产生压力源的地方之一。职业压力是员工经常经历的事情。职业压力可能是由员工无法满足完成工作的需求或在工作中感到不适和不满引起的，请选择一种。工作量大、时间短、员工之间沟通不畅以及其他因素都可能是职业压力的来源。本研究的目的是确定PLTGU Muara Tawar项目PT Hutama Karya员工的职业压力描述。方法：本研究采用横断面设计进行描述性定量研究。本研究对象为Muara Tawar PLTGU项目PT Hutama Karya的所有员工。样本为118名员工。所使用的抽样技术是简单的随机抽样。数据按比例和频率进行分析。结果：24名员工（20.3%）从未有过职业压力，89名员工（75.4%）有轻度职业压力，5名员工（4.2%）有中度职业压力。结论：PLTGU Muara Tawar项目PT Hutama Karya的大多数员工都有轻微的职业压力。因此，建议员工应用压力管理，以防止压力，充分利用工作时间，并在员工之间进行社交互动，从而建立良好的工作关系。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Journal of Information & Knowledge Management INFORMATION SCIENCE & LIBRARY SCIENCE-

CiteScore

2.40

自引率

25.00%

发文量

期刊介绍： JIKM is a refereed journal published quarterly by World Scientific and dedicated to the exchange of the latest research and practical information in the field of information processing and knowledge management. The journal publishes original research and case studies by academic, business and government contributors on all aspects of information processing, information management, knowledge management, tools, techniques and technologies, knowledge creation and sharing, best practices, policies and guidelines. JIKM is an international journal aimed at providing quality information to subscribers around the world. Managed by an international editorial board, JIKM positions itself as one of the leading scholarly journals in the field of information processing and knowledge management. It is a good reference for both information and knowledge management professionals. The journal covers key areas in the field of information and knowledge management. Research papers, practical applications, working papers, and case studies are invited in the following areas: -Business intelligence and competitive intelligence -Communication and organizational culture -e-Learning and life long learning -Electronic records and document management -Information processing and information management -Information organization, taxonomies and ontology -Intellectual capital -Knowledge creation, retention, sharing and transfer -Knowledge discovery, data and text mining -Knowledge management and innovations -Knowledge management education -Knowledge management tools and technologies -Knowledge management measurements -Knowledge professionals and leadership -Learning organization and organizational learning -Practical implementations of knowledge management