The findings are relevant to businesses that depend on employees to process large volumes of work accurately and within strict deadlines. At PT Nikato Visa Nusantara, employees handle visa applications, document revisions, client files, and other administrative tasks that require both speed and precision.
Employee Productivity Declined Between 2023 and 2025
The research was prompted by a decline in the company's reported productivity levels. Average productivity stood at 83.2% in 2023, decreased to 81.2% in 2024, and fell further to 77.8% in 2025.
Although productivity remained above 70%, the repeated decline over three consecutive years attracted management attention. The researchers examined workload and job stress as two factors that could be statistically related to this pattern.
A preliminary workload survey identified concerns across physical, mental, and time-related dimensions. The physical workload indicator recorded 77%, while the mental dimension reached 70%. The time dimension recorded 67%, suggesting that some employees perceived the available time as insufficient for completing their responsibilities.
The preliminary findings also showed several potential sources of job pressure. Workload received a score of 73%, while leadership attitude and work conflict each reached 80%. Communication recorded 73%, working time 67%, and work authority 77%.
These results indicate that workplace pressure can arise from several aspects of organizational life rather than from the volume of tasks alone.
Research Involved 93 Employees
Damayanti and Suroto used a quantitative associative research design to examine the relationship between workload, job stress, and employee productivity. The research involved all 93 employees at PT Nikato Visa Nusantara using saturated sampling.
The researchers collected measurable data through research instruments and analyzed the results using statistical tests, including partial t-tests and a simultaneous F-test. The instruments used to measure workload, job stress, and employee productivity met the study's reported validity and reliability criteria.
The reliability analysis produced Cronbach's Alpha values of 0.647 for workload, 0.644 for job stress, and 0.634 for employee productivity.
Workload Showed a Significant Statistical Relationship
The partial analysis found a statistically significant relationship between workload and employee productivity. The calculated t-value was 4.512, exceeding the reported t-table value of 1.99, with a significance value of 0.000.
The study reported a partial regression equation of Y = 27.583 + 0.383X1. The correlation coefficient was 0.428, categorized by the authors as a moderate relationship, while the coefficient of determination was 18.3%.
In practical terms, the result indicates that workload was statistically associated with differences in employee productivity in the study population. However, the statistical relationship should not be interpreted as evidence that workload alone determines productivity.
Job Stress Was Significant in the Partial Test
Job stress also produced a statistically significant result in the partial analysis. The calculated t-value was 2.601, higher than the reported t-table value of 1.99, with a significance level of 0.011.
The partial regression equation was Y = 34.864 + 0.220X2. The reported correlation coefficient was 0.263, while the coefficient of determination was 6.9%.
However, the result changed when workload and job stress were analyzed together in the multiple regression model. In that model, the coefficient for job stress was 0.090 with a significance value of 0.303, while workload had a coefficient of 0.344 with a significance value of 0.000.
This distinction is important when interpreting the findings: job stress was statistically significant in the individual partial test, but its coefficient was not statistically significant after workload was included in the combined regression model.
Workload and Job Stress Explained 19.2% of Productivity Variation
The simultaneous regression model produced the equation:
Y = 25.455 + 0.344X1 + 0.090X2
The model generated an R value of 0.439 and an R² value of 0.192. This means workload and job stress together accounted for 19.2% of the variation in employee productivity within the research model. The remaining 80.8% was associated with other factors outside the variables examined.
The simultaneous F-test produced an F-value of 10.726 with a significance value of 0.000, indicating that the combined model was statistically significant.
For businesses, the findings suggest that employee productivity should be considered alongside working conditions, task demands, communication, leadership practices, and other organizational factors rather than being viewed only as an individual employee outcome.
Implications for Workplace Management
The findings provide practical considerations for human resource management at PT Nikato Visa Nusantara and similar organizations.
Managers can monitor whether employees have workloads that match their available time and capacity. Clear communication about task priorities, deadlines, and changes in procedures may also help reduce unnecessary pressure.
The preliminary survey further highlights the importance of leadership communication, conflict management, and decision-making authority. These factors were identified by employees as potential sources of workplace pressure and therefore provide areas that management could examine when evaluating productivity.
At the same time, the study's R² value of 19.2% indicates that workload and job stress do not account for most of the variation in productivity. Other factors may also contribute to employee productivity and would require further investigation.
As Siti Nasya Damayanti and Suroto of Pamulang University demonstrate through their findings, managing employee productivity requires attention to both work demands and the broader conditions in which employees perform their responsibilities.
Author Profile
Siti Nasya Damayanti is affiliated with the Faculty of Economics and Business, Pamulang University. Her research in this article focuses on workload, job stress, and employee productivity within the field of human resource and organizational management.
Suroto is also affiliated with the Faculty of Economics and Business, Pamulang University. The article examines workplace factors and employee productivity from a quantitative management perspective.
Source
Article Title: The Effect of Workload and Job Stress on Employee Productivity at PT Nikato Visa Nusantara in South Jakarta
Authors: Siti Nasya Damayanti and Suroto
Journal: International Journal of Sustainable Applied Sciences (IJSAS)
Publication: 2026, Volume 4, No. 9, pp. 1077–1088
DOI: https://doi.org/10.59890/ijsas.v4i9.48
Official Journal URL: http://ijsasjournal.my.id/index.php/ijsas
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