The study was conducted at CV. Jaya Mandiri Tinja Gresik, a company specializing in septic tank cleaning and waste management services. The researchers focused on employees in the marketing division, a unit characterized by fluctuating service demands, unpredictable working hours, and high performance pressure. In such conditions, job satisfaction becomes a key indicator, closely linked to employee motivation, service quality, and workforce stability.
Rising Productivity, Uneven Work Quality
At CV. Jaya Mandiri Tinja Gresik, these challenges are clearly visible. A reduction in the number of employees has shifted workloads onto remaining staff, while fluctuating customer demand has led to longer working hours and frequent overtime. Complaints related to fatigue and work pressure have emerged, raising concerns about service quality and employee satisfaction. This situation prompted the researchers to examine three factors most closely tied to everyday work experiences: employee welfare, job stress, and workload.
Simple and Practical Research Approach
The study involved all 57 employees in the marketing division, using a full-population approach to ensure the results accurately reflected real working conditions. Data were collected through structured questionnaires with scaled responses, allowing employees to rate their perceptions of welfare, stress, workload, and job satisfaction.
The analysis focused on identifying how strongly each factor influenced job satisfaction, both individually and simultaneously. This straightforward approach made it possible to translate complex statistical findings into practical insights relevant to managers and policymakers.
Key Findings: Workload Has the Strongest Negative Impact
The results reveal a clear and consistent pattern:
- Employee welfare has a positive and significant effect on job satisfaction. When employees perceive better welfare support, their satisfaction with work increases.
- Job stress has a significant negative effect. Higher stress levels are associated with lower job satisfaction.
- Workload has the strongest negative effect among all factors. Compared to stress and welfare, excessive workload most sharply reduces job satisfaction.
Taken together, these three variables explain 64.9 percent of the variation in job satisfaction among employees. This means that nearly two-thirds of changes in job satisfaction can be traced back to how well a company manages welfare, stress, and workload. The combined relationship between these factors and job satisfaction is classified as very strong, highlighting the critical importance of day-to-day work policies.
Implications for Businesses and Policy
The findings deliver a clear message for
companies operating in field-based service sectors:
- Manage workload fairly and realistically. Task distribution and scheduling should prevent excessive pressure on individual employees.
- Actively reduce job stress. Clear communication, realistic targets, and well-structured work systems can significantly lower daily stress levels.
- Strengthen employee welfare programs. Physical, mental, and social welfare support has a proven positive impact on job satisfaction and motivation.
According to the researchers, paying attention
to these three areas not only improves employee satisfaction but also helps
maintain service quality and reduce the risk of high employee turnover.
Author Profiles
Yahya Hajar Nur Faizin, S.M. Universitas 17 Agustus 1945 Surabaya
Area of expertise: Human resource management and organizational behavior.
Kridho Hery Gunawan, S.E., M.M. Universitas 17 Agustus 1945 Surabaya
Area of expertise: Management and organizational performance.
Source
Yahya Hajar Nur Faizin, Kridho Hery Gunawan. The Effect of Employee Welfare, Work Stress, and Workload on Job Satisfaction at CV. Jaya Mandiri Tinja Gresik. Formosa Journal of Applied Sciences (FJAS), Vol. 5 No. 1, hlm. 385–400. 2026
DOI: https://doi.org/10.55927/fjas.v5i1.570
Official URL: https://srhformosapublisher.org/index.php/fjas
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