Hubungan Stres Kerja, Beban Kerja, Dan Turnover Intention Dengan Kinerja Karyawan Bingxue Di Kota Mataram
Authors
-
Denda Tia Lestika Lestika
Universitas Pendidikan Mandalika
-
Astrid Oktavia Bahari Bahari
Universitas Pendidikan Mandalika
-
Supratman Supratman
Universitas Pendidikan Mandalika
DOI:
https://doi.org/10.36312/mj.v5i1.6260Keywords:
Stres Kerja, Beban Kerja, Turnover Intention, Kinerja KaryawanAbstract
Penelitian ini bertujuan menganalisis hubungan stres kerja, beban kerja, dan turnover intention dengan kinerja karyawan Bingxue di Kota Mataram. Penelitian menggunakan pendekatan kuantitatif dengan desain korelasional cross-sectional. Seluruh 30 karyawan dijadikan responden melalui teknik sampling jenuh. Data dikumpulkan menggunakan kuesioner skala Likert yang mengukur stres kerja, beban kerja, turnover intention, dan kinerja karyawan, kemudian dianalisis dengan regresi linear berganda. Hasil menunjukkan bahwa stres kerja tidak berhubungan signifikan dengan kinerja karyawan (B = 0,012; p = 0,538). Beban kerja berhubungan positif dan signifikan dengan kinerja (B = 0,166; p < 0,001), sedangkan turnover intention berhubungan negatif dan signifikan dengan kinerja (B = -0,574; p < 0,001). Secara simultan, ketiga prediktor menjelaskan variasi kinerja secara signifikan (F = 79,859; p < 0,001) dengan Adjusted R² sebesar 0,891. Namun, konsistensi internal instrumen stres kerja (α = 0,544) dan kinerja karyawan (α = 0,415) belum memadai, sehingga hasil regresi perlu ditafsirkan secara hati-hati. Secara statistik, turnover intention menjadi prediktor dengan koefisien beta absolut terbesar. Temuan menegaskan pentingnya pengelolaan retensi karyawan dan pembagian beban kerja, sekaligus menunjukkan perlunya penyempurnaan instrumen dan replikasi pada sampel yang lebih besar.
This study examines the relationships of job stress, workload, and turnover intention with employee performance at Bingxue in Mataram City, Indonesia. A quantitative cross-sectional correlational design was used. All 30 employees were included through saturated sampling. Data were collected using a Likert-scale questionnaire measuring job stress, workload, turnover intention, and employee performance, and were analyzed using multiple linear regression. Job stress was not significantly related to employee performance (B = 0.012; p = 0.538). Workload was positively and significantly related to performance (B = 0.166; p < 0.001), whereas turnover intention was negatively and significantly related to performance (B = -0.574; p < 0.001). Simultaneously, the three predictors significantly explained variation in employee performance (F = 79.859; p < 0.001), with an adjusted R² of 0.891. However, the internal consistency of the job-stress scale (α = 0.544) and employee-performance scale (α = 0.415) was inadequate; therefore, the regression findings should be interpreted cautiously. Statistically, turnover intention had the largest absolute standardized beta coefficient. The findings highlight the importance of employee-retention practices and balanced workload allocation while also indicating the need to refine the measurement instruments and replicate the study using larger and more diverse samples.
References
Alifiyah, S. T., Sumartik, S., & Ubaidillah, H. (2025). Pengaruh lingkungan kerja, beban kerja dan work experience terhadap kinerja karyawan CV Tri Eka Abadi Sidoarjo. Paradoks: Jurnal Ilmu Ekonomi, 8(3), 519-541.
Ardianah, Y., Bokiu, Z., & Mahmud, M. (2023). Faktor-faktor yang mempengaruhi kinerja auditor internal. SEIKO: Journal of Management & Business, 6(2), 365-382.
Ardan, M., & Jaelani, A. (2021). Manajemen sumber daya manusia: Turnover intention dapat mempengaruhi kualitas kinerja perusahaan. CV Pena Persada.
Vanchapo, A. R. (2020). Beban kerja dan stres kerja. Penerbit Qiara Media.
Sari, R. P. (2020). Role of organizational commitments in mediating the effect of work motivation and job satisfaction towards turnover intention on nurses private hospital. International Research Journal of Management, IT and Social Sciences.
Pasaribu, S. B., Hasibuan, A. S., Pratiwi, D. A., & Salianto, S. (2024). Dampak stress kerja dan cara mengatasinya terhadap kinerja karyawan. Jurnal Review Pendidikan dan Pengajaran, 7, 2.
Gemilang, Y. F., & Defrizal, D. (2025). Pengaruh motivasi kerja dan lingkungan kerja terhadap kinerja karyawan di perusahaan UD Fajar Laut Depo Tulang Bawang. eCo-Buss, 8(1), 731-743.
Kasmarani, M. K. (2012). Pengaruh beban kerja fisik dan mental terhadap stres kerja pada perawat di Instalasi Gawat Darurat (IGD) RSUD Cianjur. Jurnal Kesehatan Masyarakat Universitas Diponegoro, 1(2), 18807.
Khoirunnisa, K., Effendi, L., Fauziah, M., & Srisantyorini, T. (2021). Faktor-faktor yang berhubungan dengan stres kerja pada pengendara ojek online saat terjadi pandemi COVID-19 di Kota Tangerang Selatan tahun 2020. Environmental Occupational Health and Safety Journal, 1(2), 217-232.
Manik, L. L. A., & Bancin, M. A. (2022). Pengaruh gaya kepemimpinan terhadap kinerja karyawan pada Hotel Pardede Internasional Medan. Jurnal Global Manajemen, 11(1), 187-198.
Nadif, A. A., & Kurniawan, P. (2024). Analisis stres kerja terhadap kinerja pegawai Samsat Serpong Tangerang Selatan. Jurnal Ilmiah Swara Manajemen, 4(2), 340-352.
Supratman, et al. (2025). Manajemen kinerja ekonomi hijau & transisi energi: Membangun pondasi kemakmuran berkelanjutan. CV Arden Jaya.
Tulus, V. G., Naharia, M., & Kapahang, G. L. (2023). Analisis faktor-faktor penyebab stres kerja karyawan bagian sumber daya manusia PT Bank Rakyat Indonesia Kantor Cabang Manado.
Talo, S. L., Timuneno, T., & Nursiani, N. P. (2020). Pengaruh beban kerja terhadap kepuasan kerja karyawan pada PT Pos Indonesia (Persero) Cabang Kupang. GLORY Jurnal Ekonomi dan Ilmu Sosial, 1(2), 73-91.
Wahyuni, R. S., Sari, H., Mulyani, S., & Lestari, E. P. (2023). Pengaruh teknik relaksasi nafas dalam terhadap intensitas nyeri pada pasien inpartu kala I. Ahmar Metastasis Health Journal, 3(1), 33-36.
Budiasa, I. K., Sara, I. M., & Siramiati, N. W. (2021). The role of work stress in mediating workload and work environment on crew performance PT. Indonusa Tenggara Marine. Jurnal Ekonomi dan Bisnis Jagaditha, 8(1), 61-70. https://doi.org/10.22225/jj.8.1.3124.61-70
Gunawan, S., & Andani, K. W. (2020). Faktor-faktor yang mempengaruhi turnover intention karyawan pada PT Permata Prima Canindo di Jakarta. Jurnal Manajerial dan Kewirausahaan, 2(3), 793. https://doi.org/10.24912/jmk.v2i3.9593
Hanoum, F. C., Rizan, M., Handaru, A. W., Makhrus, I., Ghazali, M. F., Hamidah, Susita, D., Nurjanah, S., Siahaan, G., Taufan, S., Ibrahim, I. U., Ningrum, T., & Anugrah, R. P. (2024). Stres kerja. Widina Media Utama.
Chen, B., Wang, L., Li, B., & Liu, W. (2022). Work stress, mental health, and employee performance. Frontiers in Psychology, 13, 1006580. https://doi.org/10.3389/fpsyg.2022.1006580
Lestari, N. S., Zainal, V. R., Chan, S., & Nawangsari, L. C. (2023). Turnover intention in the hotel industry: The employees' perceptions. Jurnal REKSA: Rekayasa Keuangan, Syariah dan Audit, 10(1), 13-23. https://doi.org/10.12928/jreksa.v10i1.7689
Nguyen, C. N., Hoang, G., & Luu, T. T. (2023). Frontline employees' turnover intentions in tourism and hospitality sectors: A systematic literature review and research agenda. Tourism Management Perspectives, 49, 101197. https://doi.org/10.1016/j.tmp.2023.101197
Purnomo, K. S. H., Lustono, L., & Tatik, Y. (2021). The effect of role conflict, role ambiguity and job stress on employee performance. Economic Education Analysis Journal, 10(3), 532-542. https://doi.org/10.15294/eeaj.v10i3.50793
Setiti, L. M. D., & Paramarta, W. A. (2023). Workload influence on employee performance of Aria Villas Seminyak with work stress as a variable intervening. GREENOMIKA, 5(1), 39-51. https://doi.org/10.55732/unu.gnk.2022.05.1.4
Yoo, D. Y. (2023). The hospitality stress matrix: Exploring job stressors and their effects on psychological well-being. Sustainability, 15(17), 13116. https://doi.org/10.3390/su151713116
Downloads
Published
Issue
Section
License
Copyright (c) 2026 Denda Tia Lestika Lestika , Astrid Oktavia Bahari Bahari , Supratman Supratman
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with Multi Discere Journal agree to the following terms:
- For all articles published in Multi Discere Journal, copyright is retained by the authors. Authors give permission to the publisher to announce the work with conditions. When the manuscript is accepted for publication, the authors agrees to implement a non-exclusive transfer of publishing rights to the journals.
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution-ShareAlike 4.0 International License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
