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This study aims to analyze: 1) the effect of workload on motivation on employees of PT Sumber Harapan Abadi. 2) the influence of Job Stress influences motivation on the employees of PT Sumber Harapan Abadi. 3) the effect of workload has an effect on productivity on the employees of PT Sumber Harapan Abadi. 4) the effect of work stress has an effect on productivity on the employees of PT Sumber Harapan Abadi. 5) the influence of motivation has an effect on productivity on the employees of PT Sumber Harapan Abadi. The research method is: quantitative research using a survey method in question is to explain the causal relationship or correlation commonly called path analysis(path analysis). The respondents were 147 employees of PT Sumber Harapan Abadi employees. The results of the study are: 1) the influence of workload on motivation on the employees of PT Sumber Harapan Abadi. 2) the influence of work stress on motivation on the employees of PT Sumber Harapan Abadi. 3) the influence of workload on productivity on the employees of PT Sumber Harapan Abadi 4) the influence of work stress on productivity on the employees of PT Sumber Harapan Abadi. 5) the influence of motivation on productivity on the employees of PT Sumber Harapan Abadi. Keyword: Productivity, workload, work stress and work motivation. Copyright @ 2019: This is an open-access article distributed under the terms of the Creative Commons Attribution license which permits unrestricted use, distribution, and reproduction in any medium for non-commercial use (NonCommercial, or CC-BY-NC) provided the original author and source are credited. INTRODUCTION This research was conducted at PT. Sumber Harapan Abadi as a supplier of Dataprint ink content, which is located at Jalan Garuda Number 12, RT 01 RW 01, Kemayoran, Jakarta. Based on preliminary data obtained, it is known that the level of production capacity continues to decline every year. The following production data per year PT. Sumber Harapan Abadi: Fig-1: Production Results of PT. Sumber Harapan Abadi (2011-2017) Source: Production Division of PT. Sumber Harapan Abadi, 2018 The Astria Semaksiani et al., Sch Bull, Oct 2019; 5(10): 560-571 © 2019 |Published by Scholars Middle East Publishers, Dubai, United Arab Emirates 561 Data above is a graph of PT. Sumber Harapan Abadi Based on the table, it appears that production results have decreased quite significantly each year, from total production in 2011 which reached 5 million decreased to 2 million in 2017. This is allegedly because employees are exhausted so that they are not maximized in carrying out tasks and achieving their targets. To maintain work productivity requires hard work from all elements in the company so that company productivity can be maintained. In addition to increasingly fierce business competition, of course the workload of employees must be considered by companies. The workload of PT. Sumber Harapan Abadi's production division is targeted to be able to produce 25,000 ink bottles / day and 15 pcs / day art paper with working hours Monday through Saturday. The workload does not include overtime work (Interview with Munawar, Senior Sales Manager of PT. Sumber Harapan Abadi). If seen from the total production of ink and paper produced, the workload generated by employees has not been reached. The achievement of productivity is certainly not also influenced by other variables that are thought to influence work motivation. In an effort to achieve the targets set by the company, employees are required to have high work productivity. However, many employees unwittingly experience work stress due to workload fatigue. Job stress arises when employees are unable to meet the demands of the job, as well as unclear what is the responsibility of the job. Stress is a condition of tension that creates physical and psychological imbalances that affect emotions, thought processes and conditions of an employee. Another variable is work motivation. Increased employee motivation basically depends on the attitude of the employees themselves in doing a job. So, work motivation itself is very important for employees. Without work motivation, every employee cannot carry out his work productively and efficiently. Therefore, the company's management must carry out various activities related to employees in order to increase employee motivation. Based on the empirical background and literature described above, I am interested in conducting research under the title "Effect of workload and work stress on employee motivation and work productivity: the case of ink-producing companies". LITERATURE REVIEW Workload Workload is a key aspect that forms the basis for calculating employee formation. Workloads need to be determined through work unit programs which are then translated into job targets for each position (Kepmenpan No: KEP / 75 / M.PAN / 7/2004) [1] According to Menpan [1], workload is a number of work targets or target results that must be achieved within a certain time unit. Workload measurement is defined as a technique for obtaining information about the efficiency and effectiveness of the work of an organizational unit, or position holders carried out systematically using job analysis techniques, workload analysis techniques or other management techniques. Furthermore, it was also stated, that the measurement of workload is one of the management techniques to obtain position information, through a research and assessment process conducted in an analytical manner. The position information is intended as a tool to perfect the apparatus, both in the fields of institutional, management and HR. According to Prihatini [2], every work is a burden for the culprit. The burden depends on how the person works so called workload. So, workload can be defined as the ability of the human body to accept work. Meanwhile, Permendagri No. 12/2008 states that workload is the amount of work that must be borne by an office / organizational unit and is the product of work volume and time norms. If the ability of workers is higher than the demands of the job, boredom will emerge. However, on the contrary, if the ability of workers is lower than the demands of the job, more fatigue will emerge. Workloads charged to employees can be categorized into three conditions, namely workloads that are in accordance with standards, workloads that are too high (over capacity) and workloads that are too low (under capacity). The demands of a job or a combination of jobs include maintaining stability in attitude, performing physical actions, and performing cognitive work (performing cognitive tasks). According to Gibson, Ivancevich, Donnelly, & Konopaske [3], "workloads are pressures in response that cannot adapt, influenced by individual differences or psychological processes, namely a consequence of any external actions (environment, situations, too many events). make psychological or physical demands) on someone ". Workload is a group or a number of activities that must be completed by an organization or position holder within a certain period. Workload is something that feels burdensome, goods or something carried, which is difficult to do as dependents. Based on this opinion, it can be synthesized that workload is characterized as a number of activities, time, and energy that must be expended by someone both physically and mentally by giving their capacity to Astria Semaksiani et al., Sch Bull, Oct 2019; 5(10): 560-571 © 2019 |Published by Scholars Middle East Publishers, Dubai, United Arab Emirates 562 meet the demands of the given task. Every workload received by a person must be suitable and balanced both with physical abilities, cognitive abilities and the limitations of humans who accept these burdens. Work Stress (Stress) Expert Opinions of experts related to the definition of stress work is very beraga. According to Gibson et al., [3], "work stress is an adjustment response mediated by individual differences and / or psychological processes that are a consequence of any external (environmental) action, situation, or event that establishes excessive psychological and physical demands on a person". Meanwhile, Eriyanto [4], explained that "work stress is a status that is experienced when a mismatch arises between the demands faced with the capabilities possessed". Then, Rivai [5] argues that "work stress is a condition of tension that creates a physical and psychological imbalance that affects the emotional thinking patterns and conditions of an employee". According to Robbins [6], "work stress is a dynamic condition in which an individual is confronted with an opportunity, obstacle, or demand that is associated with what is very desirable and the results are perceived as uncertain and important". Meanwhile, according to Hasibuan [8], "stress is a condition of tension that affects one's emotions, thought processes, and conditions. People who experience stress become nervous and feel chronic worries. They often become angry, aggressive, unable to relax, or show uncooperative attitudes ". Based on the description above, it can be synthesized that work stress is where a condition of an employee experiencing psychological or physical disorders in dealing with a problem or job. A condition where employees experience a mental or physical pressure that cannot keep up with the demands of the company. Job stress can be seen from symptoms such as unstable emotions, feeling uneasy, like to be alone, insomnia, anxiety, tension, nervousness, increased blood pressure, and experiencing indigestion. Work Motivation The Term motivation comes from the Latin word, namely: motive which means the cause, basic reason, basic thought of encouragement for someone to do or the main idea that always has a big influence on human behavior. Motive is sometimes interpreted as the needs, desires, impulses, gestures in a person. The motive is directed at the goal. There are many theories about motivation. Among t

The Effect of Work Loads and Work Stress on Motivation of Work Productivity (Empirical Case Study of Ink-Producing Companies)