Distres kerja merupakan respons negatif terhadap tekanan pekerjaan yang berkepanjangan dan dapat berdampak buruk pada kesehatan mental, produktivitas kerja, serta kualitas pelayanan. Rumah sakit sebagai institusi dengan tekanan kerja tinggi berisiko tinggi terhadap kejadian distres kerja pada pegawainya. Distres kerja dapat  berdampak negatif pada kesehatan psikologis dan produktivitas pegawai. Penelitian ini bertujuan untuk menganalisis hubungan antara faktor risiko dari arena individu, rumah, dan pekerjaan dengan tingkat distres kerja pada pegawai UPTD RSUD Malingping. Desain penelitian menggunakan studi potong lintang pada 279 responden yang diperoleh melalui total sampling. Data dikumpulkan pada April–Juni 2025 menggunakan kuesioner Copenhagen Psychosocial Questionnaire (COPSOQ III) versi panjang dan NIOSH generic job stress questionnaire. Analisis data menggunakan chi-square dan regresi logistik ganda. Hasil penelitian menunjukkan bahwa mayoritas responden berada pada kelompok usia produktif 30–39 tahun (49,1%) , berjenis kelamin laki-laki (50,2%) , berstatus tenaga BLUD (38,0%), dan memiliki tingkat pendidikan D4/S1 (55,9%). Mayoritas responden mengalami distres kerja pada kategori sedang, baik secara keseluruhan maupun pada seluruh dimensi distres, meliputi gangguan kognitif, somatik, dan psikologis. Analisis yang dilakukan menunjukkan bahwa variabel usia, tingkat pendidikan, konflik pekerjaan–kehidupan, tuntutan kuantitatif pekerjaan, makna pekerjaan, pengembangan keterampilan, dukungan sosial supervisor, dukungan rekan kerja, dan pengembangan karier berhubungan dengan tingkat distres kerja sebaliknya variabel jenis kelamin, status kepegawaian, status pernikahan, masa kerja, variasi pekerjaan, kontrol kerja, dan lingkungan kerja tidak menunjukkan hubungan bermakna secara statistik terhadap tingkat distres kerja. Diantara seluruh variabel yang diteliti, variabel tuntutan kuantitatif pekerjaan menjadi variabel yang memiliki keterkaitan kuat dengan tingkat distres kerja, sementara konflik pekerjaan–kehidupan ditemukan sebagai prediktor paling kuat pada gangguan kognitif dan gangguan somatik, sebaliknya, variabel pengembangan karier menjadi faktor protektif utama yang konsisten menurunkan risiko distres kerja di seluruh dimensinya. Setiap variabel yang teridentifikasi dapat digunakan sebagai dasar untuk menyusun program intervensi yang berfokus pada pengelolaan beban kerja, peningkatan keseimbangan kerja-hidup pegawai, pengelolaan tuntutan pekerjaan, serta memperkuat sistem dukungan sosial sebagai upaya pencegahan distres kerja terhadap pegawai di lingkungan UPTD RSUD Malingping

Work-related distress is a negative response to prolonged occupational stress and may adversely affect mental health, work productivity, and service quality. Hospitals, as high-pressure work environments, are particularly vulnerable to the occurrence of work-related distress among their employees. This condition can significantly impair employees’ psychological well-being and job performance. This study aimed to analyze the association between risk factors across the individual, home, and work domains and the level of work-related distress among employees of UPTD RSUD Malingping. A cross-sectional study design was conducted involving 279 respondents selected through total sampling. Data were collected between April and June 2025 using the long version of the Copenhagen Psychosocial Questionnaire (COPSOQ III) and the NIOSH Generic Job Stress Questionnaire. Data analysis was performed using chi-square tests and multiple logistic regression. The results showed that most respondents were in the productive age group of 30–39 years (49.1%), male (50.2%), employed as BLUD staff (38.0%), and had a D4/S1 educational background (55.9%). The majority of respondents experienced moderate levels of work-related distress, both overall and across all distress dimensions, including cognitive, somatic, and psychological distress. Statistical analysis revealed that age, educational level, work–life conflict, quantitative job demands, meaning of work, skill development, supervisor support, coworker support, and career development were significantly associated with work-related distress. In contrast, gender, employment status, marital status, length of employment, job variation, job control, and work environment showed no statistically significant association. Among all variables examined, quantitative job demands emerged as the factor most strongly associated with overall work-related distress. Meanwhile, work–life conflict was identified as the strongest predictor of cognitive and somatic distress. Conversely, career development consistently functioned as the primary protective factor, reducing the risk of work-related distress across all dimensions. These findings suggest that the identified variables can serve as a foundation for developing targeted intervention programs focused on workload management, work–life balance enhancement, regulation of job demands, and strengthening social support systems as preventive strategies to reduce work-related distress among employees at UPTD RSUD Malingping