When Job Demands Trigger Employee Burnout
DOI:
https://doi.org/10.26623/philanthropy.v10i1.13905Keywords:
job demand, burnout, employeeAbstract
Human resources have an important role in maintaining organizational performance, especially in the competitive retail industry such as PT Ramayana Lestari Sentosa Tbk. High job demands, including workload and daily performance targets, have the potential to increase the risk of burnout in employees. This study aims to test the relationship between job demand and burnout, with the hypothesis that the higher the job demand, the higher the level of burnout experienced by employees. This study uses a quantitative method with Pearson correlation analysis. The results showed a significant positive relationship between job demand and burnout (r = 0.756; p = 0.000). In addition, the determination coefficient shows that job demand contributes 57.1% to burnout. These findings confirm the importance of managing work demands effectively to prevent burnout and support employee well-being and organizational sustainability.
References
Anggraeni, Y., Ninin, R. H., & Sri Rahayu Astuti. (2021). Kesiapsiagaan Psikologis terhadap Bencana dan Kinerja Adaptif Relawan Mahasiswa dalam Penanganan Pandemi Covid-19 di Universitas Padjadjaran. Psiko Holistik, 3(1), 1–9. https://doi.org/10.35747/ph.v3i1.117
Bakker, AB, & Demerouti, E. (2007). Model Job Demands‐Resources: canggih. Jurnal Psikologi Manajerial, 22(3), 309–328. https://doi.org/10.1108/02683940710733115
Bakker, AB, & Demerouti, E. (2008). Menuju model keterlibatan kerja. Pengembangan Karir Internasional, 13(3), 209–223. https://doi.org/10.1108/13620430810870476
Bakker, AB, & Demerouti, E. (2017). Teori tuntutan pekerjaan-sumber daya: Mengambil stok dan melihat ke depan. Jurnal Psikologi Kesehatan Kerja, 22(3), 273–285. https://doi.org/10.1037/ocp0000056
Bandura. (1997). Self-efficacy (the exercise of control.) New York: W.H. Freeman and Company.
Dessler, G. (2020). Human Resource Management (16th ed.). New York: Pearson Education.
Groves, R. M., Fowler, F. J., Couper, M. P., Lepkowski, J. M., Singer, E., & Tourangeau, R. (2009). Survey methodology (2nd ed.). Wiley.
Kasmadi. 2013. Panduan Modern Penelitian Quantitatif. Bandung: Alfabeta.
Lee, V., Zamralita, & Permata Sari, M. (2024). Peran Tuntutan Pekerjaan dalam Kelelahan pada Karyawan Penjualan. Jurnal Ilmu Sosial, Humaniora, dan Seni Muara, 8(2), 252–261. https://doi.org/10.24912/jmishumsen.v8i2.28297.2024
Maslach, C., & Jackson, S. E. (1981). Pengukuran kelelahan yang dialami. Jurnal Perilaku Organisasi, 2(2), 99–113. https://doi.org/10.1002/job.4030020205
Maslach, C., & Leiter, MP (2016). Memahami pengalaman kelelahan: penelitian terbaru dan implikasinya terhadap psikiatri. Psikiatri Dunia, 15(2), 103–111. https://doi.org/10.1002/wps.20311
Maslach, C., Schaufeli, WB, & Leiter, MP (2001). kelelahan pekerjaan. Tinjauan Tahunan Psikologi, 52(1), 397–422. https://doi.org/10.1146/annurev.psych.52.1.397
Mu'arif, A. S. C. I. (2021). Pengaruh lingkungan kerja non-fisik dan burnout terhadap kinerja pekerja dan pemilik usaha mikro, kecil, dan menengah di Kota Jambi. E-Prosiding Manajemen, 8(5), 6321–6334.
Priyono, HA, Irawanto, DW, & Suryadi, N. (2022). Tuntutan pekerjaan-sumber daya, keterlibatan kerja, dan komitmen organisasi. Jurnal Internasional Penelitian Bisnis dan Ilmu Sosial (2147– 4478), 11(1), 117–129. https://doi.org/10.20525/ijrbs.v11i1.1546
Putra, Y. S. (2010). Pengaruh faktor permintaan pekerjaan terhadap kinerja dengan burnout sebagai variabel moderator pada karyawan departemen produksi PT Tripilar Betonmas Salatiga. Scott, 3(6).
Robbins. (2017). Perilaku Organisasi (edisi ke-17). Pendidikan Pearson Terbatas.
Schaufeli, WB (2017). Menerapkan model Job Demands-Resources. Dinamika Organisasi, 46(2), 120–132. https://doi.org/10.1016/j.orgdyn.2017.04.008
Schaufeli, WB, & Bakker, AB (2004). Tuntutan pekerjaan, sumber daya pekerjaan, dan hubungannya dengan kelelahan dan keterlibatan: studi multi-sampel. Jurnal Perilaku Organisasi, 25(3), 293–315. https://doi.org/10.1002/job.248
Schaufeli, WB, & Taris, TW (2014). Tinjauan Kritis terhadap Model Tuntutan Pekerjaan-Sumber Daya: Implikasi untuk Meningkatkan Pekerjaan dan Kesehatan. Dalam Menjembatani Kesehatan Pekerjaan, Organisasi dan Masyarakat (hlm. 43–68). Springer Belanda. https://doi.org/10.1007/978-94-007-5640-3_4
Septiana, S., & Widjaja, O. H. (2020). Faktor-faktor yang Mempengaruhi Kinerja Karyawan di PT. Jocelyn Anugrah Jaya. Jurnal Manajerial dan Kewirausahaan, 2(3), 643. https://doi.org/10.24912/jmk.v2i3.9576
Sugiyono. (2017). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Alfabet.
Sugiyono. (2019). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Alfabet.
Sutrisno, E. (2017). Human Resource Management (E. Sutrisno, Ed.; third edition). Kencana Prenada Media Group.
Wang, J., Bai, Z., Wang, Z., & Yu, C. (2016). Perbandingan Tren Sekuler dalam Kematian Kanker Serviks di Cina dan Amerika Serikat: Analisis Usia-Periode-Kohort. Jurnal Internasional Penelitian Lingkungan dan Kesehatan Masyarakat, 13(11), 1148. https://doi.org/10.3390/ijerph13111148
World Health Organization. (2021). WHO guideline on self-care interventions for health and well-being. World Health Organization.
Xanthopoulou, D., Bakker, AB, Demerouti, E., & Schaufeli, WB (2009). Keterlibatan kerja dan pengembalian keuangan: Studi buku harian tentang peran pekerjaan dan sumber daya pribadi. Jurnal Psikologi Pekerjaan dan Organisasi, 82(1), 183–200. https://doi.org/10.1348/096317908X285633
Downloads
Published
Issue
Section
License
Copyright (c) 2026 Leoni Monicha Siagian, Sylvia Novarita Ginting, Sri Hartini, Rianda Elvinawanty
This work is licensed under a Creative Commons Attribution 4.0 International License.
The author who will publish the manuscript at Philanthropy: Journal of Psychology, agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution 4.0 International License (CC BY 4.0), that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
