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The Influence of Organizational Culture and Competence on Work Stress Mediated by Workload on Employees of the General Election Commission of the Special Region of Yogyakarta Province

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Organizational Culture that is oriented towards the regularity of observed behavior, strong norms, dominant values, philosophy, rules, and organizational climate directly contributes to the increasing Work Stress felt by employees, in the form of physiological symptoms, psychological symptoms, and behavioral symptoms. Likewise, Competence that is oriented towards high knowledge, understanding, ability, values, attitudes, and interests, but is less in accordance with the competencies needed to carry out the work that is directly responsible contributes to the increasing Work Stress felt by employees, in the form of physiological symptoms, psychological symptoms, and behavioral symptoms.

The research findings show that Organizational Culture and Competence have a significant positive impact on employee Work Stress. Organizational Culture encourages the creation of an obligation to submit to and comply with strict regulations governing the main tasks and functions in carrying out work, but the process of determining the regulations themselves is very long, so that when the regulations are issued, it is close to the deadline for the work implementation stage, this makes it difficult for employees because they have to immediately learn, adjust and adopt the regulations to complete the work with a limited deadline, in the end this condition causes the work stress felt by employees to increase. While the high Competence possessed but not in accordance with the work that is the responsibility causes a lack of sufficient understanding of the character of the work that is the responsibility and knowledge that does not comply with the standards set causes the Work Stress felt by employees to increase, because employees are required to be able to adapt and work in new fields of work that are far different from the competencies they have. In this study, statistically Workload has a significant positive influence as a mediator of the influence of the variables Organizational Culture and Competence on Work Stress. This shows that Workload is able to help explain why Organizational Culture and Competence cause Work Stress felt by employees to increase.

This study underlines the importance of creating a more positive organizational culture, ensuring that each employee has high competencies that are appropriate or suitable for the field of work they are responsible for, and carefully managing the existing workload. These findings provide valuable insights for organizations that seek to manage employee work stress levels by utilizing appropriate regulatory practices, understanding, knowledge, and skills appropriate to the field of work being worked on, and adjustments to work conditions, target setting, and better use of working time.

The Effect of Organizational Support and Work Stress on Employee Performance with Satisfaction as a Mediating Variable

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The hospitality industry in Bali has great potential in line with the growth of new tourist destinations and changes in global tourism trends. This study aims to examine the theoretical and practical implications related to organizational support and employee performance in 3-star hotels in Badung, Bali. Data collection was conducted by distributing questionnaires to 110 employees of 3-star hotels in Badung Regency, Bali. Data analysis used inferential analysis using SEM PLS. Based on the results of the study, it was found that organizational support had a positive and significant effect on employee job satisfaction and performance. Job stress had a significant negative effect on employee job satisfaction and performance. In addition, job satisfaction was able to partially mediate the relationship between organizational support and job stress on the resulting performance. The theoretical implications of this study contribute to equity theory and social exchange theory, which show that a reciprocal relationship between organizations and employees based on fair support will increase employee motivation and performance. Conversely, high job stress can decrease satisfaction and performance, due to an imbalance in the relationship.

The Effect of Job Stress and Job Satisfaction on Organizational Commitment Mediated by Work Life Balance

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This study aims to analyze whether the influence of job stress and job satisfaction on organizational commitment mediated by work-life balance on employees at PT Pos Indonesia. The population consists of all Pos Indonesia employees at the Solo, Sukoharjo, and Sragen branch offices. By using simple random sampling technique, the number of respondents obtained was 215 to 430 respondents. Validity and reliability tests were used in this study, model suitability using the goodness of fit test and the t-test to test the hypothesis. Data analysis used Structural Equation Model (SEM) analysis and the software used was Smart PLS. The results of the study showed that job satisfaction had a significant effect on work-life balance, job stress had a significant effect on work-life balance, and work-life balance had a significant effect on organizational commitment. Then for the mediation role, the results showed that job satisfaction had an effect on organizational commitment moderated by work-life balance and work stress had an effect on organizational commitment moderated by work-life balance.

Mediating Effect of Perceived Organizational Support in Role of Work-Family Conflict and Work Stress Correctional Police Officer at Temanggung Class II B Detention Center

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This study examines and analyzes work-family conflict’s influence on work stress for Correctional Police Officers at Temanggung Class II B Detention Center. In addition, this study examines the mediating role of perceived organizational support on the relationship between work-family conflict and work stress. This research is quantitative and designed to test hypotheses. The data in this research is primary data taken from 40 correctional police officers with the criteria of being married. The results of this study indicate that work-family conflict has a significant positive effect on work stress. However, perceived organizational support did not significantly mediate the influence of work-family conflict on the work stress.

The Effect of Work Stress and Work Environment on Work Spirit through Discipline Work in the Service of Population and Civil Registration District Labuhan Batu

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An organization in carrying out its activities to achieve the desired goals needs good management, especially human resources. Human resources are the main capital in planning, organizing, directing and driving factors that exist within a company. Good human resource management is expected to be able to produce optimal performance for the organization. This study aims to determine whether work stress and work environment affect employee morale through work discipline as an intervening variable at the Labuhanbatu District Education Office . The research was conducted on 36 employees using a saturated sampling technique. The data collection technique used was primary data in the form of questionnaires and secondary data obtained through documentation studies. The data analysis technique used quantitative data which was processed using the SPSS version 25 program, namely the t test, Sobel test and path analysis. The results obtained in this study show 1) there is a significant effect between work stress on work discipline , 2) there is a significant effect between work environment variables on work discipline , 3) there is a significant effect between work stress variables on morale , 4) there is a significant effect between work environment variables on work morale , 5) there is a significant influence between work discipline variables on work morale , 6) work discipline variables cannot influence work stress variables on morale , 7) work discipline variables cannot influence work environment variables on morale.