Bandung, West Java— The Effect of Work
Stress and Motivation on the Performance of Employees in the Production
Department of PT. SCT Bandung City. This research was conducted by Feby Nur
Fadilah and R.M. Juddy Prabowo from the Management Study Program, Faculty of
Economics and Business, Jenderal Achmad Yani University, which will be
published in the East Asian Journal
of Multidisciplinary Research (EAJMR) in 2026.
Research conducted by Feby Nur
Fadilah and R.M. Juddy Prabowo revealed that a balance between work pressure
and motivation strategies is an important key in maintaining workforce
productivity, especially in the manufacturing industry which has high
production targets and dynamic work rhythms.
Work stress
as a real challenge in a production environment
Indonesia's
textile industry faces stiff competition due to the entry of lower-priced
imported products. This situation encourages companies to increase production
efficiency, which ultimately impacts employee work pressure.
Based on the
results of observations and company data, most of the production employees are
still in the category of suboptimal performance. Fluctuating workloads, high
quality demands, and order uncertainty are a source of psychological stress for
workers.
Employees
report a variety of stressful impacts, such as physical fatigue, difficulty
concentrating, sleep disturbances, and anxiety on job stability. This condition
shows that work stress is not just an individual problem, but related to
organizational systems and work management.
This study
confirms that the higher the level of stress experienced by employees, the
greater the risk of decreased work performance. Stress that is not managed
properly can decrease focus, productivity, and the quality of work results.
Work
motivation has been proven to improve employee performance
In addition to
work stress, research also highlights the importance of motivation as a
performance driving factor. Motivation can be in the form of financial
incentives as well as non-financial rewards such as recognition, emotional
support, and good communication between superiors and subordinates.
The survey
results show that the motivation system in the company is already running, but
it is not optimal. Some employees feel that they are not getting appreciation
for their work. The lack of annual bonuses since the COVID-19 pandemic and the
lack of informal rewards are factors that affect work morale.
Statistical
analysis shows that motivation has a significant positive influence on employee
performance. This means that increased motivation will be followed by an
increase in the quality and quantity of work.
Researcher from
Jenderal Achmad Yani University emphasized that motivation is not only related
to material compensation. Recognition from superiors, open communication, and
opportunities to participate in decision-making also play an important role in
increasing employee engagement.
Three key
findings of the study
This research
yields several key points that are relevant for company management and human resource
practitioners:
- Work stress has a significant negative impact on
employee performance. The higher the work pressure, the greater the
potential for productivity decline.
- Providing motivation has a significant positive
impact on performance. Support and rewards from companies are able to
improve work performance.
- The combination of work stress and motivation
explains about 26.6 percent of the variation in employee performance,
suggesting that psychological and managerial factors have a significant
contribution to productivity.
These results
show that organizational management needs to look at employee performance
holistically, not only from a technical standpoint, but also psychological
conditions and work environments.
The role of
management in creating work-life balance
In addition to
individual factors, research highlights the importance of management's role in
creating a healthy work environment. Participatory leadership and effective
communication can help reduce work pressure while also boosting motivation.
Companies are
advised to:
- Review the compensation and bonus system to be more
transparent.
- Provide opportunities for employees to convey ideas
and aspirations.
- Provide job training and regular evaluations to
increase the clarity of work targets.
- Develop a culture of appreciation, including
non-financial rewards.
Wider impact
on the world of industry and HR management
These findings
have important implications for industrial sectors that depend on labor
productivity, particularly manufacturing and textiles. In an era of global
competition, a company's success is not only determined by technology or
capital, but also by the psychological well-being of employees.
A human
resource management approach that focuses on balancing work demands and
motivational support can be an effective strategy to improve a company's
competitiveness. In addition, this research also provides a reference for HR
practitioners in designing more sustainable employee welfare programs.
Author
profile
- Feby Nur Fadilah –Faculty of Economics and
Business, Jenderal Achmad Yani University
- R.M. Juddy Prabowo –Faculty of Economics and
Business, Jenderal Achmad Yani University
Research
source
Fadilah, F.N., &
Prabowo, R.M.J. (2026). The Effect of Work Stress and Providing Motivation
on the Performance of Employees in the Production Department of PT. SCT Bandung
City.
East Asian
Journal of Multidisciplinary Research (EAJMR), Vol. 5 No. 2, pp. 463–476.
Official URL: https://journaleajmr.my.id/index.php/eajmr
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