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Abstrak :
Stres kerja dapat dialami oleh karyawan, khususnya karyawan perusahaan Teknologi Informasi. Salah satu pengaruh adanya sumber stres kerja pada karyawan perusahaan Teknologi Informasi adalah kinerja karyawan Penelitian yang dilakukan pada 52 karyawan perusahaan Teknologi Informasi PT X ini ingin mengetahui hubungan sumber stres kerja dengan kinerja pada karyawan perusahaan Teknologi Informasi pada PT X serta ingin mengetahui perbedaan sumber stres kerja dengan kinerja diantara karyawan tetap dan karyawan kontrak. Teknik pengambilan sampel menggunakan accidental sampling atau convenience sampling. Sumber stres kerja pada karyawan Teknologi Informasi diukur dengan Job Stres Survey dan Kinerja diukur dengan alat ukur kinerja karyawan dari PT. X sehingga hanya didapatkan data sekunder. Dari hasil korelasi pearson ditemukan bahwa sumber stres kerja memiliki hubungan negatif yang signifikan dengan kinerja pada karyawan tetap (-0,722 dengan p < 0,05), dan pada karyawan kontrak (-0,842 degan p value <0.05) Ditemukan juga perbedaan pada dimensi sumber stres kerja yang berhubungan terhadap kinerja diantara karyawan tetap dan karyawan kontrak. Dimensi sumber stres kerja yang memiliki hubungan dengan kinerja karyawan tetap adalah kondisi kerja, ambiguitas peran, pengembangan karir, sedangkan untuk dimensi hubungan interpersonal dan struktur organisasi tidak memiliki hubungan dengan kinerja karyawan tetap. Sedangkan dimensi sumber stres kerja yang memiliki hubungan dengan kinerja karyawan kontrak adalah kondisi kerja, ambiguitas peran, hubungan interpersonal, pengembangan karir, dan struktur organisasi. Job Stressor can be experienced among employee, especially Information Technology corporate employees. One of the influence of job stress on Information Technology corporate employees is employee performance. The research with 52 Information technology employees explore the correlation between job stressor and performance and also explore the correlation between permanent employees and contarct employees. The sampling techniques used in this research are accidental sampling or convenience sampling. Job stress in Information technology employees is measured with employee performance assessment fron the PT. X. Pearson Correlation analysis demonstrate that job stress have a significant negative correlation eith performance on permanent employees (r = -0,722 with p value <0,05) and significant negative correlation between job stress and performance on contract employees (r = -0,707 with p value <0,05). Job stress dimention that relates with performance of permanent employees are work condition, role ambigui ty, career development while interpersonal relation and organization structure dimention have no relation with permanent employees performance. On the other side the job stress dimention that relates with the contract employees are work condition , role ambiguity, interpersonal relation, career development and organization structure.

Abstrak :
Latar belakang. Hipertensi dapat terjadi pada semua orang termasuk para karyawan. Salah satu faktor risiko hipertensi antara lain adalah faktor stresor di lingkungan kerja. Oleh karena itu perlu diidentifikasi faktor stresor kerja dan faktor lainnya yang berpengaruh terhadap risiko hipertensi. Metode. Desain penelitian ialah nested case-control. Kasus adalah karyawan yang menderita hipertensi atau sedang makan obat antihipertensi. Satu kasus dipadankan dengan dua orang kontrol menurut tahun kasus didiagnosis hipertensi dan menurut jenis kelamin. Kontrol dipilih di antara karyawan yang tidak pernah menderita hipertensi. Semua faktor risiko pada kasus dan kontrol dihitung sampai saat kasus didiagnosis hipertensi. Penelitian dilaksanakan di antara karyawan kantor pusat PT A Jakarta bulan Mei 2004 dengan jumlah karyawan 255 orang. Hasil. Diperoleh 70 kasus hipertensi dan 140 kontrol. Subjek berumur 25 sampai 65 tahun. Risiko hipertensi berkaitan dengan stresor beban kualitas berlebih, stresor beban kuantitas berlebih, pengembangan karir, umur tua (55-65 tahun), obesitas, merokok, dan adanya riwayat hipertensi di antara keluarga. Sedangkan faktor ketaksaan peran, konflik peran, dan tsnggung jawab tidak terbukti mempertinggi risiko hipertensi. Jika dibandingkan dengan stresor beban kualitas ringan, siresor beban kualitas sedang tinggi mempertinggi risiko hipertensi 7 kali lipat [rasio odds (OR) suaian = 7,47; 95% interval kepercayaan (Cl) = 1,40-39,76]. Selanjutnya jika dibandingkan dengan stresor beban kuantitas ringan, stresor beban kuantitas yang sedang - tinggi mempertinggi risiko hipertensi 4 kali lipat (OR suaian = 4,10; 95% CI =1,06-15,90). Kesimpulan. Stresor beban kualitas berlebih, stresor kuantitas berlebih dan stresor pengembangan karir (moderat) mempertinggi risiko hipertensi, oleh karena itu stresor tersebut perlu dicegah.

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Job Stressors and Other Risk Factors Related to Hypertension Risk Among PTA Employees in Jakarta Background. Every one including employees may suffer hypertension. Several risk factors including job stress are related to hypertension. Therefore, it is beneficiary to identifies the risk factors. Methods. This study used nested case-control design. Case was defined as an employee who had hypertension, or those who were under antihypertension treatment. One case was matched with two controls that never had hypertension and by gender. All risk factors were counted as of reference date for cases. This study has been done on 255 subjects among center office PTA employees in Jakarta in May 2004. Results. There were 70 cases and 140 controls aged 25 to 65 years. Hypertension was related to quality job overload , quantity job overload, career development, elder age, obesity, current and past smoking habits, and present offamily history on hypertension. However, it was noted that role ambiguity, role conflict, and responsibility did not increase the risk of hypertension. Compared with those who had mild qualitative job stressor, those who had moderate or heavy qualitative job stressor had a seven folds risk having hypertension [adjusted odds ratio (OR) = 7.47; 95% confidence interval (Cl) = 1.40-39.76]. In addition, relative to those who had mild quantitative job stressor, those who had moderate or heavy ones had four times increased risk to have hypertension (adjusted OR = 4.10; 95% C1=1.06-15.90). Conclusion. Moderate or heavy qualitative job stressor, moderate or heavy quantitative job stressor and career development increase the risk of hypertension, therefore these stressors need to be prevented.

Abstrak :
Latar belakang dan Tujuan Rumah sakit tidak bisa dipisahkan dari peran para perawatnya. Kini rumah sakit lebih rnenyarupai suatu industri kesehatan dengan segala tuntutan maupun dampaknya, antara lain stres kerja yang berinteraksi dengan faktor-faktor sosiodemografis, kardiavaskuler, dan lingkungan dapat menjadi salah sate penyebab timbulnya hipertensi. Penelitian ini bertujuan untuk mengetahui adanya hipertensi dikaitkan dengan faktor stresor kerja dan faktor lain yang berhubungan pada perawat di suatu rumah sakit di Jakarta Metode Penelitian ini menggunakan disain potong lintang, dengan pendekatan analisa rev-Iasi Cox. N1mgal:km1 diagnose hiperteasi sesuai kritaria dalarn The Seventh Report of The Joint National Committee On Prevention, Detection, Evaluation, And Treatment of High Blood Pressure (JNC VII). Data yang dikumpulkan meliputi karakteristik sosiodemograli, karakteristik lingkungan kerja, pengukuran tekanan darah, pengukuran indeks masa tubuh (oleh Laboratory Unit SEAMED-TROPMED RCCN - UI), dan pengukuran sires kerja dengan menggunakan kuesioner Survai Diagaastik Sires. Penelitian dilaksanakan pada 233 perawat suatu tumah sakit di Jakarta, tahun 2006. Hasil Dari 233 subjek penelitian 85 orang dikeluarkan dengan kriteria prahipertensi, selanjutaya dari pengoiahan 148 subjek diperoleh 37 (15,8%) subjek dengan hipertensi stadium 1 & 2. Risiko hipertensi berkaitan dengan stresor kerja ketaksaan peran secara moderat (RR suaian=1,95; 95%CI=0,98-3,86; p=0,055). Faktor yang berpengaruh secara bermakna terhadap risiko hipertensi meliputi: jenis kelamin dimana laki-laki memiliki risiko hampir 4 kali lipat menderita hipertensi dibandingkan perempuan (RR suaian=3,85; 95%CI=1,90-7,80; p=0,000); indeks masa tubuh berlebih 1 gemuk memiliki risiko 2,25 kali lipat untuk menderita hipertensi dibandingkan normal (RR suaian=2,25; 95%CI=1,08-4,69; p=0,030); serta masa kerja lebih dari 21 tahun berisiko 2,32 kali lipat untuk menderita hipertensi dibandingkan mereka yang mesa kerjanya kurang dari 10 tabun (RR suaian2,32; 95%CI=1,03-5,17; p O,007), sedangkan mesa kerja lebih dad 10 tahun-20 tahun (RR suaian'2,22; 95%CI=0,91-5,41; p=1,101) dan adanya keluarga sedarah yang menderita hipertensi (RR suaian=1,76; 95%CI=0,88-3,51; p=0,105) berpengaruh secara moderat (p< 0,25). Kesimpulan Stresor kerja ketaksaan peran mempertinggi risiko hipertensi secara moderat, faktor sosiodemografis lebih berperan oleh karena itu perlu intervensi yang tepat untuk mencegahnya.

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Background Hospital service including nursing service as one of its major role, is now changing from just health and care of patients into health industries with high demznds and responsibilities. This situation an create job stresses, which may produce hypertension when interacted with sociodemographic, genetic, cardiovascular and environmental factors. The objective of this study is to obtain the relationship between hypertension and job stress and other associated factors among nurses in X hospital. Methods This study used cross-sectional methods with Cox's-regression analyses, for 233 nurses in a semi military hospital in Jakarta, in 2006. Hypertension was diagnosed in accordance to The Seventh Report of The Joint National Committee On Prevention, Detection, Evaluation, And Treatment Of High Blood Pressure (INC V'1) criteria. Collected data included sociademographic-environmental characteristics, BP and BMI measurements (HMI measured by Laboratory Unit SEAMEO-TROPMED RCCN - UI), and job stressors characteristics measured with an Indonesian version of The `Survei Diagnostik stres' questionnaire. Adjustments were made far possible confounders. The analyses were repeated for stratified categories of role ambiguity, gender, BMI, and familial traits for hypertension. Results The study revealed that from 233 subject 37 (15,8%) was diagnosed for hypertension stage 1 & 2. The analyses was on 148 subjects as 85 were excluded due to being diagnosed for Prehypertens ion. A moderate relationship was found between the risk of hypertension and the role ambiguity as job stresor (RR adjuste&1,95; 95%CI=0,98-3,86; per,055). Other factors showed strong relationship with hypertension due to job stresses are: "gender. malt has nearly 4 times to get risk of hypertension compared to female (RRa' 3,85; 95%CI=1,90-7,80; p=0,000); 2 BMI greater than 25 kgfm2 (RRa-2,25; 95%CI=1,08-4,69; p=0,030); 33 working at the same place more than 20 years (RRa=,32; 95%CI=1,03-5,17; p-A007). On the other hand working more than 10 years (RRa 2,22; 95%CI=0,91-5,41;p=0,101) and familial trait for hypertension (R.Rt 1,76; 95%CI=0,88-3,51; p=0,105) show a moderate relationship to hypertension due to job stress. Conclusion: Role ambiguity as a part of job stressors moderately increases the risk of hypertension, while genetic - sociodemographicfactors play more important roles in increasing the risk. Therefore, intervention is greatly needed to manipulate genetic-sociodemogragphic factors to prevent hypertension with its side effects. Abbreviations: BP, blood pressure; BM1, body mass index; SEAMEO-TROPMED RCCN - UI, Southeast Asian Ministers of Education Organization -- Tropical Medicine and Public Health regional Center fo Community Nutrition - University of Indonesia; RRa, relative risk adjusted.

Abstrak :
Hipertensi dapat terjadi pada semua orang termasuk para karyawan.

Abstrak :
Pandemi Covid-19 telah memberikan perubahan bagi tatanan kehidupan masyarakat. Adanya pembatasan sosial yang menimbulkan perubahan besar terhadap metode komunikasi dan metode kerja bagi karyawan dengan pemberlakuan sistem gabungan kerja secara working from home dan working form office. Bekerja secara daring tanpa didampingi keseimbangan peranan work life balance dapat menimbulkan efek buruk pada kesehatan mental dan fisik karyawan. Penelitian ini bertujuan untuk menguji beberapa faktor yang berkaitan dengan work engagement seperti work life balance, burnout, job stressor, supervisor support, coworker support dan family support. Data terkumpul dari 633 responden yang merupakan pekerja dari berbagai sektor usaha di Indonesia dengan masa kerja di tempat kerja saat ini minimal satu tahun dan memiliki atasan langsung dan rekan kerja, namun hanya 603 responden yang memenuhi kriteria sampel. Data tersebut diolah dengan metode Structural Equation Modelling (SEM) menggunakan aplikasi AMOS. Hasil SEM menunjukkan bahwa work life balance memediasi hubungan antara supervisor support, coworker support dan family support dengan work engagement. Selain itu work life balance berpengaruh signifikan negatif terhadap job stressor dan burnout. Variabel burnout berpengaruh signifikan negatif terhadap work engagement. Dengan demikian, perusahaan perlu memperhatikan kualitas hidup kehidupan kerja karyawan dengan sehingga dapat meningkatkan work engagement karyawan terhadap perusahaan. ......The COVID-19 pandemic has changed the way people live. Social restrictions caused major changes to communication methods and work methods for employees. Hybrid system as combination of working from home and working form office. Working online without being accompanied by a work-life balance can have a negative effect on the mental and physical health of employees. This study aims to examine several factors related to work engagement such as work life balance, burnout, job stressors, supervisor support, coworker support and family support. Data were collected from 633 respondents who are workers from various business sectors in Indonesia with a minimum of one year of service in the current workplace and have direct supervisors and coworkers, but only 603 respondents met the sample criteria. The data was processed using the Structural Equation Modeling (SEM) method using the AMOS application. SEM results show that work life balance mediates the relationship between supervisor support, coworker support and family support with work engagement. In addition, work life balance has a significant negative effect on job stressors and burnout. The burnout variable has a significant negative effect on work engagement. Thus, companies need to pay attention to the quality of life of employees' work lives so that they can increase work engagement with the company.

Abstrak :
Latar belakang: Pekerja foundry perusahaan manufaktur bekerja pada lingkungan kerja dengan pajanan berbahaya yang dapat menimbulkan reaksi positif berupa semangat yang akan meningkatkan keterlibatan kerja tetapi dapat pula menimbulkan reaksi negatif berupa stress kerja jika tidak diimbangi dengan sumber daya kerja yang tersedia. Tujuan: Mengetahui model hubungan antara stresor dan sumber daya kerja terhadap semangat dan keterlibatan kerja berdasarkan SV-NBJSQ versi bahasa Indonesia. Metode: Sebuah studi potong lintang menggunakan data sekunder berupa hasil pengisian kuisioner IVSV-NBJSQ oleh 371 subyek saat medical checkup tahun 2019 untuk membuat model dengan structural equation model. Hasil: Penelitian ini menemukan bahwa semangat memiliki hubungan terbesar dengan stresor kerja r = 0,42 (p < 0,05; 95% CI 0,26 – 0,57) kemudian dengan penghargaan r = 0,2 (p < 0,05; 95% CI 0,04 – 0,35), sedangkan semangat tidak memiliki hubungan bermakna dengan dukungan sosial. Keterlibatan kerja memiliki hubungan terbesar dengan penghargaan, kemudian stresor kerja dan terakhir semangat dengan koefisien korelasi masing-masing r = 0,45 (p < 0,05; 95% CI 0,31 – 0,59), r = 0,24 (p < 0,05; 95% CI 0,06 – 0,41); dan r = 0,14 (p < 0,05; 95% CI 0,008 – 0,27), sedangkan keterlibatan kerja tidak memiliki hubungan bermakna dengan dukungan sosial. Stresor kerja ditentukan oleh beban emosional, konflik peran, konflik interpersonal dan kelebihan beban kuantitatif. Dukungan sosial ditentukan oleh dukungan atasan dan dukungan keluarga. Penghargaan ditentukan oleh apresiasi prestasi, hadiah uang/status dan peluang karir. Lingkungan kerja seperti bising, panas, posisi kerja tidak ergonomi, bahan kimia berbahaya dan bekerja rotasi tidak ada perbedaan rerata dengan semangat tetapi terdapat perbedaan rerata bermakna antara posisi tubuh tidak ergonomi terhadap keterlibatan kerja.Semangat menunjukkan peran mediasi antara stresor kerja dan penghargaan dengan keterlibatan kerja. Kesimpulan: Pada populasi pekerja foundry ini, semangat ditentukan oleh stresor kerja dan keterlibatan kerja ditentukan oleh penghargaan, sedangkan dukungan sosial tidak menentukan baik semangat maupun keterlibatan kerja. Terdapat perbedaan rerata antara posisi tubuh tidak ergonomi terhadap keterlibatan kerja.Semangat menunjukkan peran mediasi antara stresor kerja dan penghargaan dengan keterlibatan kerja. ......Background: Foundry workers of manufacturing company work in a work environment with exposure to potential hazards that could cause positive reactions in the form of vigor that would increase work engagement but could also cause negative reactions in the form of job stress ifit was not balanced with available jobresources. Objective: To search the correlation model between job stressors and job resources to vigor and work engagement based on the Indonesian version of SV-NBJSQ. Method: A cross-sectional study used secondary data where psychosocial factors were collected using the IVSV-NBJSQconducted by 371 foundry workers of manufacturing company during a medical checkup in 2019 to analyze job stressors, job resources, vigor and work engagement with the structural equation model method. Results: In this study, Vigor had a strongest correlation to job stressors with r = 0.42 (p < 0.05; 95% CI 0.26 - 0.57) than to rewards r = 0.2 (p < 0.05; 95% CI 0.04 – 0,35 ), while vigor had no correlation to social support. Work engagement had a strongest correlation with job stressors, rewards and vigor with the correlation coefficient of each r = 0.24 (p < 0.05; 95% CI 0.06 - 0.41); r = 0.45 (p < 0.05; 95% CI 0.31 - 0.59) and r = 0.14 (p <0.05; 95% CI 0.008 - 0.27), while work engagement had no correlation to social support. Job stressors were determined by emotional demands, role conflict, interpersonal conflict and quantitative job overload. Social supports were determined by supervisor support and family and friends supports. Rewards were determined by esteem reward, monetary status reward and career opportunity. Work environment with noisy, hot environment, non ergonomic work position, hazardous chemical substances and shift work were not significant in a mean difference with vigor, but there is a significant mean difference between non ergonomic work position with work engagement. Vigor shows the role of mediation between job stressors and rewards with work engagement. Conclusions: To the population of foundry workers, vigor was determined by the job stressor, work engagement was determined by rewards while social support does not determine both vigor and work engagement. There is a mean difference between not ergonomic work position with work engagement. Vigor shows the role of mediation between job stressors and rewards with work engagement.