DINAMIKA STRES KERJA DAN WORK ENGAGEMENT PENGARUHNYA TERHADAP KINERJA KARYAWAN BAGIAN PRODUKSI PADA PT. XYZ

Tria Sanuba Arifah; Khaeruman Khaeruman; Aria Cendana Kusuma

doi:10.53067/ijebef.v6i2.350

Authors

Tria Sanuba Arifah Universitas Bina Bangsa
Khaeruman Khaeruman Universitas Bina Bangsa
Aria Cendana Kusuma Universitas Bina Bangsa

DOI:

https://doi.org/10.53067/ijebef.v6i2.350

Keywords:

Work Stress, Work Engagement, Employee Performance, Non-Shift Manufacturing, Stres Kerja, Work Engagement Kinerja Karyawan, Manufaktur Non-Shift

Abstract

This research is motivated by the high work intensity experienced by production employees of PT. XYZ, which does not implement a shift system and relies on overtime to meet production targets. These conditions make employees prone to Work Stress, while their Work Engagement has not been fully optimal, potentially affecting Employee Performance. This study aims to examine the partial effect of Work Stress, the partial effect of Work Engagement, and the simultaneous effect of both variables on the performance of production employees at PT. XYZ, drawing on Robbins and Judge's concept of eustress and Schaufeli and Bakker's theory of Work Engagement. A quantitative descriptive-associative approach was employed using a saturated sampling technique involving all 32 production employees as both population and sample. Data were collected through a Likert-scale questionnaire, semi-structured interviews, and internal company documents, then analyzed through classical assumption tests, multiple linear regression, t-test, F-test, and the coefficient of determination using SPSS version 26. The results show that Work Stress has a positive and significant effect on Employee Performance, with a t-value of 5.600 and a regression coefficient of 0.636. Work Engagement also has a positive and significant effect, with a t-value of 4.473 and a coefficient of 0.549. Simultaneously, both variables significantly affect Employee Performance, with an F-value of 31.713, contributing 68.6 percent. It can be concluded that under non-shift working conditions with high overtime intensity, Work Stress functions as eustress that drives improved performance rather than diminishing it. Nevertheless, strengthening Work Engagement remains necessary to sustain the productivity of production employees at PT. XYZ.

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