Petugas pemadam kebakaran dan penyelamatan memegang peranan krusial namun berisiko tinggi menghadapi beban psikososial ekstrem. Penelitian ini bertujuan untuk menganalisis faktor-faktor yang berhubungan dengan distres kerja pada petugas Bidang Operasi Dinas Penanggulangan Kebakaran dan Penyelamatan (Gulkarmat) Provinsi DKI Jakarta tahun 2026. Metodologi yang digunakan adalah metode campuran sekuensial eksplanatori (Mixed Methods Sequential Explanatory Design) yang mengombinasikan fase kuantitatif melalui kuesioner Survei Diagnosis Stres Kerja (SDSK) berdasarkan Permenaker No. 5 Tahun 2018 kepada 42 responden (total sampling), dengan fase kualitatif melalui wawancara mendalam terhadap 5 petugas lapangan, 1 akademisi ahli psikososial, dan 1 perwakilan manajemen. Hasil analisis univariat menunjukkan bahwa mayoritas responden berada pada kategori distres tingkat sedang di seluruh variabel, dengan prevalensi tertinggi pada variabel Beban Berlebih Kualitatif sebesar 83% (35 orang), diikuti oleh Konflik Peran (69%) dan Tanggung Jawab Terhadap Orang Lain (69%). Sebaliknya, hasil uji statistik bivariat (Chi-Square) menunjukkan tidak adanya hubungan signifikan (p> 0,05) antara variabel arena individu (usia dan masa kerja) dan seluruh indikator stresor kerja. Namun demikian, temuan kualitatif secara mendalam berhasil mengungkap bahwa distres petugas secara nyata dipicu oleh paparan insiden traumatis ekstrem (menyaksikan kematian rekan kerja dan evakuasi korban luka bakar), ancaman kekerasan verbal/fisik dari warga, fenomena stres akibat kebosanan (underload) selama piket siaga 24 jam di tingkat pusat komando, Work-Family Conflict akibat benturan jadwal dinas dengan waktu keluarga, serta stagnasi pengembangan karir karena dualisme jabatan. Penelitian ini menyimpulkan bahwa meskipun faktor demografi individu tidak berhubungan secara statistik, stresor di arena kerja dan arena rumah berkontribusi besar terhadap distres petugas. Disarankan agar instansi memperkuat sistem manajemen risiko psikososial, mengadakan program latihan rutin terstruktur untuk memitigasi underload, serta menyediakan layanan konselor internal untuk menjaga kesejahteraan psikologis petugas.

Fire and rescue personnel play a crucial role but face a high risk of extreme psychosocial burdens. This study aims to analyze the factors associated with work distress among operational personnel at the Fire and Rescue Service (Dinas Gulkarmat) of DKI Jakarta Province in 2026. The methodology employed was a Mixed Methods Sequential Explanatory Design, which combined a quantitative phase using the Work Stress Diagnosis Survey (SDSK) questionnaire based on Ministry of Manpower Regulation No. 5 of 2018 administered to 42 respondents (total sampling), followed by a qualitative phase via in-depth interviews with 5 field officers, 1 psychosocial expert academic, and 1 management representative. Univariate analysis results revealed that the majority of respondents experienced moderate distress across all studied variables, with the highest prevalence found in Qualitative Overload at 83% (35 personnel), followed by Role Conflict (69%) and Responsibility for Others (69%). Conversely, bivariate statistical testing (Chi-Square) indicated no significant relationship (p > 0.05) between individual arena variables (age and tenure) and any of the work stressor indicators. Nonetheless, in-depth qualitative findings clearly revealed that personnel distress is actively triggered by exposure to extreme traumatic incidents (witnessing the death of colleagues and evacuating severely burned victims), threats of verbal or physical violence from citizens, boredom-induced stress (underload) during 24-hour standby shifts at the command center, due to clashes between duty schedules and family time, and career development stagnation stemming from structural-functional position dualism. This study concludes that while individual demographic factors are not statistically related, stressors within the work and home arenas significantly contribute to personnel distress. It is recommended that the institution strengthen its psychosocial risk management system, establish structured routine training programs to mitigate underload, and provide internal counseling services to safeguard the psychological well-being of the personnel.