Authors : Manik Mahachandra; Wahyu Indah Nur Hidayah

Volume/Issue : Volume 9 - 2024, Issue 6 - June

Google Scholar : https://tinyurl.com/27dfjrnz

Scribd : https://tinyurl.com/yu4p3v57

DOI : https://doi.org/10.38124/ijisrt/IJISRT24JUN184

Note : A published paper may take 4-5 working days from the publication date to appear in PlumX Metrics, Semantic Scholar, and ResearchGate.

Abstract : Employees of BPR Mekar Nugraha have reported several work-related complaints, including the implementation of additional working hours at the end of the month to complete financial statements, unclear job descriptions, poor workstation arrangements, and high employee turnover. This research aimed to measure the levels of work stress experienced by employees in the banking services sector. The most comprehensive tools for assessing macro-level employee issues across physical, psychological, and social support dimensions are the Effort-Reward Imbalance (ERI) model and the Job Demand-Control Support (JDCS) model (Karasek Model). These models were utilized through questionnaires to determine the work stress experienced by employees. Both tools yielded similar conclusions. Employees in the Departments of Funding Marketing and Credit Marketing were identified as experiencing the highest levels of stress. The JDCS model categorizes employees under high stress conditions as those exhibiting high strain and isolation. According to the JDCS model, employees without a college degree and those over the age of 30 experience higher job stress. The ERI model identifies employees in the Credit Marketing, Funding Marketing, Cashier, and Customer Service departments as being under high stress, particularly those feeling a sense of despair. Recommendations were then proposed to minimize the work pressure.

Keywords : Job Stress; Banking Employee; Job Demand- Control Support; Effort Reward Imbalance.

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