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FORMOSA NEWS - Jakarta - Workload Reduces DPR Secretariat Performance, Job Satisfaction Becomes Strongest Driver, Study Finds. mployee performance at the Secretariat General of Indonesia’s House of Representatives is shaped by two critical factors: workload and job satisfaction. A 2026 study by Kristian Hutahuruk, Kristian Marrwan, Jubery Utama, and Zahera Mega from Prof. Dr. Moestopo University (Religious Studies) reports that excessive workload lowers employee performance, while job satisfaction significantly improves it. The findings highlight the importance of balanced task distribution and supportive work environments in strengthening public sector productivity. The research, published in Formosa Journal of Applied Sciences in 2026, analyzed how organizational pressures and workplace satisfaction affect employees supporting legislative functions. The results matter because the Secretariat General of the Indonesian House of Representatives plays a strategic role in supporting policymaking, budgeting, and oversight. Performance gaps in this institution can directly affect legislative effectiveness.
Organizational Pressure and Uneven Work Distribution
The study emerged from observed performance fluctuations within the Secretariat General. Organizational restructuring, increased administrative demands, and uneven task allocation created a situation where some employees experienced excessive workload while others had limited assignments. This imbalance was compounded by slow development of standard operating procedures, overlapping responsibilities, and limited access to facilities and career development opportunities. These conditions affect motivation, productivity, and coordination across units. In public organizations, especially those supporting national legislatures, inefficiencies in human resource management can reduce service quality and delay policy support. The research therefore focused on identifying whether workload and job satisfaction directly shape employee performance.
Survey of Secretariat Employees
The research used a quantitative survey design involving 92 employees from the Secretariat General of the Indonesian House of Representatives. Participants completed structured questionnaires using a five-point response scale. The data were analyzed using statistical regression models to measure relationships between workload, job satisfaction, and performance. The researchers first validated the measurement instruments, then tested the reliability of responses. Statistical tests examined both individual effects and combined effects of the two variables. This approach allowed the authors to determine which factor plays the most influential role in employee performance.
Organizational Pressure and Uneven Work Distribution
The study emerged from observed performance fluctuations within the Secretariat General. Organizational restructuring, increased administrative demands, and uneven task allocation created a situation where some employees experienced excessive workload while others had limited assignments. This imbalance was compounded by slow development of standard operating procedures, overlapping responsibilities, and limited access to facilities and career development opportunities. These conditions affect motivation, productivity, and coordination across units. In public organizations, especially those supporting national legislatures, inefficiencies in human resource management can reduce service quality and delay policy support. The research therefore focused on identifying whether workload and job satisfaction directly shape employee performance.
Survey of Secretariat Employees
The research used a quantitative survey design involving 92 employees from the Secretariat General of the Indonesian House of Representatives. Participants completed structured questionnaires using a five-point response scale. The data were analyzed using statistical regression models to measure relationships between workload, job satisfaction, and performance. The researchers first validated the measurement instruments, then tested the reliability of responses. Statistical tests examined both individual effects and combined effects of the two variables. This approach allowed the authors to determine which factor plays the most influential role in employee performance.
The study analyzed three main variables:
- Workload.
- Job satisfaction.
- Employee performance.
Each variable was measured through indicators related to task demand, workplace conditions, motivation, productivity, and cooperation.
Key Findings: Workload Lowers Performance
The study found that workload has a negative and statistically significant effect on employee performance. As perceived workload increases, performance declines. This suggests that employees handling excessive responsibilities experience fatigue, reduced focus, and decreased productivity.
Key Findings: Workload Lowers Performance
The study found that workload has a negative and statistically significant effect on employee performance. As perceived workload increases, performance declines. This suggests that employees handling excessive responsibilities experience fatigue, reduced focus, and decreased productivity.
Key results include:
- Workload coefficient: -0.570 (negative effect).
- Contribution of workload to performance variation: 28.5 percent.
- Higher workload correlates with lower productivity and effectiveness.
These findings indicate that disproportionate task allocation reduces performance quality. Employees facing overlapping responsibilities and time pressure struggle to maintain accuracy and efficiency. The researchers also note that insufficient workload is not ideal. Too little work may lead to boredom, low engagement, and reduced motivation. The most effective performance appears when workload is balanced and aligned with employee capacity.
Real-World Impact
The results are relevant beyond the Indonesian parliament. Many public institutions face similar challenges, including administrative overload, limited resources, and uneven task distribution. The study provides evidence that improving employee satisfaction can offset workload pressures and enhance performance.
Real-World Impact
The results are relevant beyond the Indonesian parliament. Many public institutions face similar challenges, including administrative overload, limited resources, and uneven task distribution. The study provides evidence that improving employee satisfaction can offset workload pressures and enhance performance.
Potential beneficiaries include:
- Government agencies.
- Legislative secretariats.
- Public administration offices.
- State-owned enterprises.
- Educational institutions studying HR management.
Policy makers can use these findings to design workforce strategies that improve service delivery and institutional efficiency.
Author Profiles
Kristian Hutahuruk, M.M., is a researcher in human resource management at Prof. Dr. Moestopo University (Religious Studies). His work focuses on public sector performance, job satisfaction, and organizational productivity.
Kristian Marrwan, M.M., is a lecturer in organizational management at Prof. Dr. Moestopo University (Religious Studies). His research interests include employee behavior, leadership, and public administration performance.
Jubery Utama, M.M., is an academic specializing in performance management and organizational effectiveness at Prof. Dr. Moestopo University (Religious Studies). His research focuses on motivation and productivity in government institutions.
Zahera Mega, M.M., is a researcher in human resource development at Prof. Dr. Moestopo University (Religious Studies). Her expertise includes job satisfaction, employee engagement, and workplace environment studies.
Sources
Author Profiles
Kristian Hutahuruk, M.M., is a researcher in human resource management at Prof. Dr. Moestopo University (Religious Studies). His work focuses on public sector performance, job satisfaction, and organizational productivity.
Kristian Marrwan, M.M., is a lecturer in organizational management at Prof. Dr. Moestopo University (Religious Studies). His research interests include employee behavior, leadership, and public administration performance.
Jubery Utama, M.M., is an academic specializing in performance management and organizational effectiveness at Prof. Dr. Moestopo University (Religious Studies). His research focuses on motivation and productivity in government institutions.
Zahera Mega, M.M., is a researcher in human resource development at Prof. Dr. Moestopo University (Religious Studies). Her expertise includes job satisfaction, employee engagement, and workplace environment studies.
Sources
Kristian Hutahuruk, Kristian Marrwan, Jubery Utama, & Zahera Mega (2026). “The Effect of Workload and Job Satisfaction on the Performance of Employees at the Secretariat General of the Indonesian House of Representatives.” Formosa Journal of Applied Sciences (FJAS), Vol. 5 No. 2, 2026, hal 691–704.
DOI: https://doi.org/10.55927/fjas.v5i2.21
DOI: https://doi.org/10.55927/fjas.v5i2.21
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