Jurnal Publikasi Kesehatan Masyarakat Indonesia, Vol. 9 No. 2, Agustus 2022 58
Factors Related To Work Stress On Employees Of PT Angkasa Pura I Makassar During The Covid-19 Pandemic
Lalu Muhammad Saleh, Zulfani Asma Fitri, A. Muflihah Darwis Public Health Study Program
Faculty of Public Health, Hasanuddin University Correspondence email: ms_lalu79@yahoo.com
ABSTRACT
People’s life during the COVID-19 pandemic experienced multiple stressors because they worried would be infected by COVID-19, worried about dying and losing family members and friends as well as stressed due to layoffs, and also experienced an income decrease. One of the companies in Indonesia that have been affected by the COVID-19 pandemic is PT Angkasa Pura Airports. The objective of this study is to determine the factors related to work stress on employees of PT Angkasa Pura I Makassar during the COVID-19 pandemic. This research uses an analytic observational study with a cross-sectional study. The population in this research is employees who work at PT Angkasa Pura I Makassar totaling 229 people with a total sample of 146 people. The sample was collected by proportional random sampling. Data were analyzed using Stata in univariate and bivariate by chi- square test. The results showed that respondents experienced mild stress (10.3%), moderate stress (66.4%), and severe stress (23.3%). Statistical test results showed that age (p=0.000), workload (p=0.001), physical environment (p=0.043), social support (p=0.034) had a relationship with work stress while gender (p=0.220), and the role conflict variable (p= 537) has no relationship with work stress. There is a relationship between age, workload, physical environment, and social support with work stress and there is no relationship between gender and role conflict with work stress.
Keywords: Work stress, COVID-19, employees, relationships
INTRODUCTION
Coronavirus Disease 2019 comes from Coronaviridae which is very similar by 80% to the SARS virus (Server Acute Respiratory Syndrome). COVID-19 is a highly contagious and pathogenic virus infection that can cause severe acute respiratory distress and cause loss of human life (1). Coronavirus Disease 2019 has become a human life threat. 218 countries have been infected by the coronavirus which has claimed more than 1,000,000 human lives (2). Coronavirus Disease 2019 (COVID-19) besides having a serious physical impact, can also have a more serious effect on a person's mental health. This is due to seeing the behavior of people showing a very excessive sense of anxiety (3). The increasing fear and anxiety of the people due to the uncertainty of the COVID-19 disease coupled with the government's recommendation to take efforts to prevent the virus including lockdowns, quarantine, use of personal protective equipment, and so on. It is sure can cause significant psychological and mental disorders such as stress disorders (4).
The concept of stress is defined as a reaction produced as a result of heavy pressure or other types of demands. Stress is a person's reaction due to various changes things such as environment, support, work, management, and others that can threaten. Another fact is that when a person is unable to handle an unpleasant situation, stress tends to increase.
Everyone will experience stress, but not everyone responds to the stressors in the same way because they have different perceptions (5). COVID-19 is a terrific challenge for the safety and health of workers. Workers with various types of jobs have a high level of risk of being infected with the coronavirus. Along with the increasing number of people infected with the virus, it will increase workers’ concerns. Every company must play a role in efforts to prevent transmission of the virus and also play a role in the psychosocial and psychological consequences of the current COVID-19 outbreak (6).
The psychological effects of workers in Indonesia and other countries are affected by the current pandemic conditions. The people are required to carry out the health protocol set as a regulation to prevent the transmission of COVID-19. The existence of required
Jurnal Publikasi Kesehatan Masyarakat Indonesia, Vol. 9 No. 2, Agustus 2022 59 regulations implemented by the government raises the perception of a health threat, so it will affect people's anxiety. In addition, other psychological factors, namely during the pandemic, many companies reduced their company cost and employee salaries and forced employees to work overtime. These factors can trigger work stress during the COVID-19 pandemic (7).
The government made a policy in early March 2020 that all activities, both studying and working, were carried out at home. All students are not allowed to come to schools and colleges. Likewise with companies in Indonesia. Many companies limit their company's activities by ordering employees to work from home and rotating employees to enter the office alternately. However, many companies cannot adapt to the pandemic, so they experience a decreasing income and then rationalizes it by terminating their employees (8).
There is research in England surveyed by comparing the mental health of workers before and during the COVID-19 pandemic with a sample of 17,452 people. The results show that during the COVID-19 pandemic, many workers had bad mental health than before the pandemic. The existence of rapid disease transmission provides a psychosocial response for workers with feelings of anxiety, depression, and social weakness. The increase in work stress during the COVID-19 pandemic was caused by an excessive sense of worry (9). Meanwhile, research in Hong Kong showed that out of 1048 workers, 923 workers experienced stress during the COVID-19 pandemic. This study explains that almost all workers in companies experience stress at work. This is because workers are too worried about being infected with COVID-19 and bringing the virus to their families. Thus, it is necessary to make work safety policies, socialize measures to prevent COVID-19, and always provide the accurate and best information for workers so that they continue to do work as usual and become epidemic preparedness (10).
Based on the latest report entitled State of Global Workplace, regarding work life in the world in the past year. It is reported that about 57% of workers in the United States and Canada feel stressed every day. This shows that workers in the United States and Canada are called the most stressed workers in the world. Since 2009, the levels of stress, worry, sadness, and anger among working Americans have increased. Even during a pandemic, the fear of viruses, illness, financial insecurity, and trauma are all on the rise (11). The results of the Education and Management Training survey show that during the COVID-19 pandemic workers in Indonesia experienced symptoms of stress with a prevalence of 80%.
Stressed workers aged 26-35 years by 83%, aged 34-45 years by 79%, and under the age of 25 by 78%. According to the Head of Center for Human Capital Development PPM Management, as many as 59% of workers in Indonesia experience stress due to fears for the health and safety of family members from the COVID-19 virus. On the other hand, there are corporate sectors that are responding to stress as a result of thinking about business continuity during this pandemic, including the service sector at 31%, the trade and construction sectors each at 30%, manufacturing at 26%, and mining at 19% (12).
People’s life during the COVID-19 pandemic experienced multiple stressors because they worried would be infected by COVID-19, worried about dying and losing family members and friends as well as stressed due to layoffs, and also experienced an income decrease. There is an online survey, namely Survey Meter, which researches levels of anxiety and depression and their correlation with working status and income changes during the COVID-19 pandemic. The research explained that at the end of May 2020, the anxiety and depression levels of the Indonesian population were high 55% experiencing anxiety disorders and 58% experiencing depressive disorders. The province of South Sulawesi experienced higher anxiety by 57% compared to other provinces by 54% (13).
The COVID-19 pandemic is considered a wide-scale crisis that can be interpreted as an unexpected event that causes feelings of loss of control and strong emotional disturbances. Symptoms of stress such as anxiety, confusion, or worry are characteristic of the COVID-19 pandemic (14). Several companies experienced a decline or loss during the COVID-19 pandemic. So they decided to make layoffs (termination of employment) as a solution to this pandemic situation. Even though layoffs have a negative impact on employees who are still working at the company, increasing employee workload will make
Jurnal Publikasi Kesehatan Masyarakat Indonesia, Vol. 9 No. 2, Agustus 2022 60 employees feel stressed due to the consequences of the previous employee's workload assignment (15).
Based on research by Maziyya et al (2021) proves that workload has a significant relationship with stress incidents in workers during the COVID-19 pandemic in Java Island.
As many as 55.3% of workers with a high workload have a high level of work stress. In addition, workers who have a high workload tend to experience high work stress 2.55 times compared to workers with a low level of workload (16). The results of the study found that social support factors had a significant relationship with work stress in the civil servants of the Education Office during the COVID-19 pandemic era. It was found that greater distribution of social support was the respondent with poor social support as much as 56.2%
and the results of the statistical test with p-value = 0.004 (17).
The role conflict factor has a relationship with work stress. This is based on the results of research stating that teachers at High School of 1 Manado during the COVID-19 pandemic, where out of 29 respondents with high work stress there were 25 respondents (86.2%) who experienced high role conflict (18). In addition, physical environmental factors are also one of the factors that can cause work stress. This is proved by Angwen's 2017 research which states that there is a relationship between the physical environment and work stress with p <0.05. From these values, it proves that the research hypothesis is accepted and there is a significant relationship between the physical environment and work stress on employees of PT Panggung Elektrik Citrabuana (19).
As for individual factor which is age can be a factor that causes work stress. Based on research conducted by Khoirunnisa et al (2020) states that there is a relationship between work stress and age in online taxi bike drivers during the COVID-19 pandemic in South Tangerang City in 2020. The research results explain that respondents who experience stress in the age group <30 years by 84.7%, compared to the age group ≥30 only 63.3%.
The statistical test results showed a p-value = 0.009, which means that there is a significant relationship between age and work stress (20). The individual factor that can also be a factor that causes work stress is gender. In the study of Awalia et al (2021), the results of statistical analysis showed a p-value of 0.014 <0.05, which means there is a relationship between gender and work stress. As many as 69.81% of women experience work stress. Meanwhile, only 30.19% of men experienced work stress at the Kwaingga Regional General Hospital, Keerom Regency (21).
One of the companies in Indonesia that have been affected by the COVID-19 pandemic is PT Angkasa Pura Airports because it is experiencing operational performance pressure. Due to the COVID-19 pandemic, the company's financial and operational conditions experienced considerable pressure. Facing a declining situation and financial pressure, Angkasa Pura Airports must be faced demands and pressure to work hard in handling this difficult situation and take strategic initiatives to start rising in 2022 (22).
Especially during the COVID-19 pandemic, airport employees were required to be able to adapt to new conditions that happening this time. In addition, employees must also always be wary of carrying out their work during a pandemic and always pay attention to health protocols according to recommendations set by the government, such as always wearing masks, keeping a safe distance, and washing hands diligently. With this new phenomenon, airport employees experience work stress in carrying out their duties and responsibilities (23).
The research was conducted at PT Angkasa Pura Support which is located in South Kuta, Badung. This study discusses the effect of work stress, work competence, and intrinsic motivation on employee performance. The population of this study is all employees who work ain’t stay at home during the pandemic. The results of this study state that work stress affects employee performance. This can be seen from the significance value of the work stress variable of 0.001 < α = 0.05 with an accepted hypothesis (24).
The reason why this topic was chosen is that the research has never been held at PT Angkasa Pura I Makassar, so it is very relevant if the issue of work stress is elected.
Besides, one of the companies affected by the COVID-19 pandemic is PT Angkasa Pura I Makassar because this company is faced with a declining situation and there is considerable
Jurnal Publikasi Kesehatan Masyarakat Indonesia, Vol. 9 No. 2, Agustus 2022 61 pressure due to the COVID-19 pandemic, then it will have an impact on the workforce at the company. To prevent and deal with work stress during the COVID-19 pandemic, it is necessary to measure the level of work stress and the factors related to it. Therefore researchers are interested in researching factors related to work stress on employees of PT Angkasa Pura I Makassar during the COVID-19 pandemic.
METHODS
This research is using analytic observational using a cross-sectional type study in which the measurement of work stress and factors related to work stress is carried out simultaneously or at one time. A cross-sectional study is an observational study that analyzes data from a population at one point in time. In this study, the researcher measures the outcome and exposure of the research subjects at the same time. The advantages of a cross-sectional study include being relatively fast and inexpensive, data on all variables are only collected at one point in time, easy to generate hypotheses, various results, and easy- to-understand explanations. Besides, this study also has weaknesses, including not being good at studying rare diseases, being bias prone, not practicing for very rare cases, and being difficult to determine causation(25).
This study was carried out at the branch office of PT Angkasa Pura I Makassar. The population in this study are the employees as many as 229 people with a total sample of 146 people. The sampling technique is used proportional random sampling. Data collection was carried out offline using a questionnaire. Data that has been collected were analyzed in univariate and bivariate use of SPSS application with using the chi-square test to look for connections among dependent and independent variables, then the result was presented in frequency table distribution with a narrative explanation as results research interpretation.
RESULTS AND DISCUSSION A. Univariate analysis
Table 1. Distribution of Respondent Characteristics of PT Angkasa Pura I Makassar in 2022
Distribution of Respondents Amount (n) Percentage (%) Age group (years)
≤ 35
>35 98
48
67,1 32,9 Gender
Male 95 65,1
Female 51 34,9
Units/Departments Airport Administration Airport Commercial
Airport Operations, Services & Security
Airport Safety, Risk & Performance Management Airport Technical
19 4 89
6 28
13.0 2,7 61.0
4,1 19,2
Total 146 100
Source: Primary Data, 2022
Based on Table 1, it can be seen that of the 146 respondents, there were 98 respondents (67.1%) were in the age category ≤ 35 years and there were 48 respondents (32.9%) were in the age category >35 years. The majority of respondents were male as many as 95 people (65.1%). Meanwhile, for female respondents, there were 51 people (34.9%). Then, the average respondent came from the Operations, Services & Security unit with 89 respondents (61%), the Technical unit with 28 respondents (19.2%), the Administration unit with 19 respondents (13%), the Safety, Risk, and Performance
Jurnal Publikasi Kesehatan Masyarakat Indonesia, Vol. 9 No. 2, Agustus 2022 62 Management unit with 6 respondents (4.1%), and finally the Commercial unit with 4 respondents (2.7%).
Table 2. Distribution of Respondents Based on the Variables Researched on Employees of PT Angkasa Pura I Makassar in 2022
Distribution of Respondents Amount (n) Percentage (%) Work Stress
Light Moderate Heavy
15 97 34
10,3 66,4 23,3 Workload
Low 58 39,7
High 88 60,3
Physical Environment
Poor 107 73,3
Good 39 26,7
Social Support
Low 64 43,8
High 82 56,2
Role Conflict Low
High
78 68
46,6 53,4
Total 146 100
Source: Primary Data, 2022
Based on Table 2 shows that out of 146 respondents, 15 respondents (10.3%) were in the light stress category, 97 respondents (66.4%) were in the moderate stress category, and 34 respondents (23.3% ) were in the heavy stress category. The workload variable shows that out of 146 respondents, there are 88 respondents (60.3%) are included in the high workload category and there are 58 respondents (39.7) are included in the low workload category. Besides, the physical environment variable shows that out of 146 respondents, there are 107 respondents (73.3%) included in the poor physical environment category and there are 39 respondents (26.7%) were included in the good physical environment category.
Then there is the social support variable indicating that out of 146 respondents, there were 82 respondents (56.2%) were included in the high social support category and there were 64 respondents (43.8%) were included in the low social support category. As for the role conflict variable, it shows that out of 146 respondents, there were 68 respondents (46.6%) were included in the high role conflict category and there were 78 respondents (53.4%) included in the low role conflict category.
B. Bivariate Analysis
The following are the results of statistical tests between gender, age, workload, physical environment, social support, and role conflict with work stress which are presented in table 2.
Table 3. Statistical Test Results
Independent Variable
Work Stress
Total
p-value Light Moderate Heavy
n % n % n % n %
Gender
0.220
Male 11 11,6 66 69.5 18 18,9 95 100
Female 4 20,9 31 32.0 16 47,1 51 100
Jurnal Publikasi Kesehatan Masyarakat Indonesia, Vol. 9 No. 2, Agustus 2022 63 Independent
Variable
Work Stress
Total
p-value Light Moderate Heavy
n % n % n % n %
Age
0.000
≤ 35 years old 2 2.0 69 70,4 27 27,6 98 100
> 35 years old 13 27,1 28 58,3 7 14,6 48 100 Workload
0.001
Low 12 20,7 38 65.5 8 13,8 58 100
High 3 3,5 59 67.0 26 29.5 88 100
Physical Environment
0.043
Well 8 20.5 24 61.5 7 17,9 39 100
Bad 7 6,5 73 68,2 27 25,2 107 100
Social Support
0.034
Low 4 6,3 39 60,9 21 32,8 64 100
High 11 13,4 58 70,7 13 15,9 82 100
Role Conflict
0.537
Low 10 12,8 51 65,4 17 21,8 78 100
High 5 7.4 0 46 67,6 17 25.0 68 100
Source: Primary Data, 2022
Based on the results of the analysis of the relationship between gender and work stress, shows that the p-value is 0.220. It can be seen that if there is a statistical test result that has a p-value <0.05 with Ha accepted and Ho rejected, then the gender variable has no significant relationship to work stress that occurs in employees of PT Angkasa Pura I Makassar during the COVID 19 pandemic. This is in line with research conducted by Shintyar & Widanarko (2021) which showed that the results of a statistical test (chi-square test) obtained a p=0.245 (p < 0.05), so it can be concluded that there is no relationship between gender and work stress of employees at PT LTI that working from home during the COVID-19 pandemic in 2021 (26). This research is also in line with research conducted by Sari et al (2017) that the analysis results of the relationship between gender and work stress show a p-value of 0.175>0.05, which means there is no significant relationship between gender and work stress (27). Result of no significant relationship between gender and work stress because gender does not contribute that much to work stress. Gender is not something that can determine the level of stress experienced by a person.
The work stress experienced by male and female employees may be different because they are physically and mentally different, and their response to stressors is also different.
This is in line with Dodi's point (2020) that stress is determined by the individual oneself (28).
Psychological, physiological, and/or behavioral reactions to stress are the result of interaction between the situation and the individual. Then according to Sugeng (2015), there is no relationship between gender and work stress due to the absence of consistent differences between males and females in terms of thinking skills, problem-solving, work environment adapting, motivation, skills, and analysis (29).
The analysis results of the relationship between age groups and work stress show that the p-value is 0.000. It can be seen that if there is a statistical test result that has a p-value
<0.05 with Ha accepted and Ho rejected, then the age variable has a significant relationship to work stress that occurs in employees of PT Angkasa Pura I Makassar during the COVID 19 pandemic. This is in line with research conducted by Fitri (2013) showing the test results of the relationship between age and work stress using the Spearman rank correlation test showing a p-value of 0.031 (<0.05) which means there is a relationship between age and work stress on BMT Bank employees (30). A similar study conducted by Maziyya et al (2021) obtained test results for the relationship between the age of the respondent and work stress using the chi-square test, with a p-value=0.024 (> 0.05), which means there is a relationship between age and work stress in workers in the Java Island during the COVID-19 pandemic (31). Younger workers are more susceptible to experiencing work stress. Most of
Jurnal Publikasi Kesehatan Masyarakat Indonesia, Vol. 9 No. 2, Agustus 2022 64 the research on the relationship between age and work stress proves that the older the worker's age, the lower the possibility of suffering from work stress. Older workers tend to have better mental health conditions than younger workers (32).
The analysis results of the relationship between workload and work stress show that the p-value is 0.001. It can be seen that if there is a statistical test result that has a p-value
<0.05 with Ha accepted and Ho rejected, then the workload variable has a significant relationship to work stress that occurs in employees of PT Angkasa Pura I Makassar during the COVID 19 pandemic. The results of this study are in line with research conducted by Padila (2022) showing the results of the test for the relationship between workload and work stress using the Chi-square test with a p-value of 0.029 (<0.05), which means there is a relationship workload and work stress on nurses at the DKT Hospital Bengkulu during the COVID-19 pandemic (33). Similar research conducted by Zulkifli (2019) obtained the results of testing the relationship between workload and work stress using the chi-square test, with a p-value obtained of 0.039 (> 0.05), which means there is a relationship between workload and work stress at Service Well Company employee PT Elnusa TBK Muara Badak Region.
An excessive workload can affect work stress both physically and psychologically. This is because a high workload causes the excessive use of energy, which can lead to fatigue, both physical and mental fatigue (34).
The results of the research show that the majority of respondents experienced a high workload category during the COVID-19 pandemic. The workload is an excessive activity that can cause tension in a person causing stress. This is due to the high level of expertise required, high speed and dexterity of work, too much work volume, etc. The workload experienced by respondents is within normal limits, or generally, the average employee can carry a burden within certain limits, or an optimal burden for an employee (35).
The analysis results of the relationship between the physical environment and work stress show that the p-value is 0.043. It can be seen that if there is a statistical test result that has a p-value <0.05 with Ha accepted and Ho rejected, then the physical environment variable has a significant relationship to work stress that occurs in employees of PT Angkasa Pura I Makassar during the COVID 19 pandemic. Similar research was conducted by Pratiwi and Wahyuningtyas (2016), their research was to analyze the effect of the physical work environment on the work stress of employees of PT Krakatau Steel (Persero). This study shows a p-value of 0.000 (<0.05), which means that the physical work environment has a significant effect on the work stress of employees at the Cold Rolling Mill PT Krakatau Steel (Persero) (36). An employee who works in a physical work environment that supports optimal work will produce a good performance, whereas if an employee works in an inadequate physical work environment it will make the employee stressed.
The results of research at PT Angkasa Pura I Makassar show that most of the respondents are in a bad physical environment (73.3%). The existence of a relationship between the conditions of the work environment and work stress in this study is possible because some respondents felt disturbed by the existing physical work environment conditions. Most of the respondents were in bad environmental conditions such as noise, bad lighting, and uncomfortable air circulation. Of course, this can have a significant impact on work stress because some people are more sensitive to noise, lighting, air circulation, etc.
Certain working conditions can produce optimal work performance and have an impact on the mental health and work safety of a worker. The physical condition of work influences the psychological and fatal conditions of a worker. Physical conditions can trigger stress such as noise, vibration, and hygiene in the work environment. Of course, this should be a concern for every company to measure work environment factors regularly and consistently.
So, the physical work environment can be felt more optimally and reduce employee work stress.
Based on the analysis results between social support and work stress, shows that the p-value is 0.034. It can be seen that if there is a statistical test result that has a p-value
<0.05 with Ha accepted and Ho rejected, then the social support variable has a significant relationship to work stress that occurs in employees of PT Angkasa Pura I Makassar during
Jurnal Publikasi Kesehatan Masyarakat Indonesia, Vol. 9 No. 2, Agustus 2022 65 the COVID 19 pandemic. The relationship between social support and work stress is in line with research conducted by Surya and Guspa (2021) which shows the results of the test of the relationship between social support and work stress with a p-value of 0.000 (<0.05) meaning that it partially has a positive and significant effect between social support and work stress on employees of the South Solok Social Service Office during the COVID-19 pandemic (37).
Similar research was conducted by Atmaja and Chusairi (2022), whose research aims to determine the relationship between social support and stress levels in contract employees during the COVID-19 pandemic. This research shows a p-value of 0.000, which means that there is a relationship between social support and works stress on employees during a pandemic (38). Social support provided to individuals will have a major effect on their mental and physical condition in carrying out their responsibilities. The higher the support received, the lower the risk of work stress occurring, otherwise, the lower the support received accepted, the higher the risk of work stress.
Furthermore, when the role conflict variable is associated with work stress, it shows that the p-value is 0.537. It can be seen that if there is a statistical test result that has a p- value <0.05 with Ha accepted and Ho rejected, then the role conflict variable has no significant relationship to work stress that occurs in employees of PT Angkasa Pura I Makassar during the Covid 19 pandemic. The absence of a relationship between role conflict and work stress is in line with research conducted by Yasa (2017) which showed a p-value test result of 0.158 (<0.05), which means that role conflict is not related to work stress in Denpasar City Health Office employees (39). The high level of stress experienced by employees is not influenced by role conflict. Role conflict doesn’t possible for every individual when each individual has two roles and can play his role consistently.
The employee of PT Angkasa Pura I Makassar has lower role conflict (53.4%) compared to high role conflict (46.6%), although the difference between both is not far enough, however, statistically, this role conflict does not have a significant relationship on work stress experienced by them. the high level of stress experienced by employees is not influenced by role conflict.
Most of the employees of PT Angkasa Pura I Makassar have a high role conflict.
Therefore, management should try to reduce the role conflict felt by employees. There are several ways to deal with role conflicts, such as communicating effectively and training. The more information provided regarding demands, challenges, and job opportunities, the less role conflict occurs.
The following are the results of statistical tests between units/departments with work stress presented in table 4.
Table 4. Statistical Test Results
Units/Departments
stress Work
Total
p-value Light Currently Heavy
n % n % n % n %
Airport Administration 4 21,1 12 63,2 3 15,8 19 100
0.580
Airport Commercial 0 0.0 2 50.0 2 50.0 4 100
Airport Operations, Service & Security
7 7,9 61 68.5 21 23,6 89 100
Airport Safety, Risk &
Performance Management
0 0.0 5 83.3 1 16,7 6 100
Airport Technical 4 14,3 17 60,7 7 25.0 28 100
Source: Primary Data, 2022
Based on the analysis results between units or departments of PT Angkasa Pura I Makassar with work stress shows that the p-value is 0.580. It can be seen that if there is a statistical test result that has a p-value <0.05 with Ha accepted and Ho rejected, then the
Jurnal Publikasi Kesehatan Masyarakat Indonesia, Vol. 9 No. 2, Agustus 2022 66 unit/department has no significant relationship to work stress. There is no significant relationship between the unit/department and work stress because the unit/department does not make a major contribution to work stress. Unit/department is indeed not something that can determine the level of stress experienced by a person. This is in line with research conducted by Shintyar (2021) that the relationship between units/positions and work stress has a p-value of 0.573. In units/departments that are not related to work stress, it can occur because work demands and decision-making at each level of the department are following their proportions (40).
CONCLUSION
This study concludes that there is a relationship between age, workload, physical environment, and social support with work stress during the COVID-19 pandemic. There is no relationship between gender and role conflict with work stress during the COVID-19 pandemic. Suggestions for the related company are expected to redesign work to match the workload with the ability of workers, discuss ways of completing work together with workers, and plan realistic work deadlines. The company is expected to create and maintain the quality of the physical environment so that it remains under predetermined standards and also expected to guide workers who are indicated to be experiencing excessive stress.
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