Distres kerja merupakan bahaya fisik dan emosional yang disebabkan tidak imbangnya antara kebutuhan pekerjaan dengan kemampuan, sumber daya atau kebutuhan individu (NIOSH, 2014). Distres kerja dapat berdampak pada perubahan fungsi kognitif, emosi, dan perilaku serta penurunan kinerja dan produktivitas. Penelitian ini dilakukan guna menganalisis faktor psikososial yang dapat berdampak pada distres kerja agar penaggulangan lebih lanjut dapat dilakukan dan kerugian pada individu maupun perusahaan dapat diminimalisir. Penelitian ini dilakukan di sektor konstruksi pada pekerja Divisi Civil & Trackwork Proyek Light Rail Transit (LRT) PT X pada bulan November- Desember 2021. Penelitian ini bersifat kuantitatif dengan desain studi yang dipilih yaitu cross sectional dengan sampel 110 pekerja. Data diambil menggunakan kuesioner yang telah melalui uji validitas dan reliabilitas. Hasil dari penelitian pada arena individual dan arena rumah tidak terdapat variabel yang signifikan dengan tingkat distress kerja. Pada Arena pekerjaan content of work, variabel yang signifikan antara lain: durasi kerja (p- value = 0,001), status pekerjaan kerja (p-value = 0,002), dan kondisi lingkungan pekerjaan (p-value = 0,006). Pada arena pekerjaan context of work, variabel yang signifikan antara lain: struktur dan iklim organisasi (p-value = 0,003), hubungan interpersonal (p-value = 0,001), peran dalam organisasi (p-value = 0,002). Gaya manajemen/kepemimpinan organisasi (p-value = 0,007), kesempatan karir (p-value = 0,001), dan kepuasan kerja (p-value = 0,034). Variabel yang paling berhubungan dengan tingkat distres kerja yaitu durasi kerja (p-value=0,001, OR=12,1) diikuti oleh kesempatan karir (p-value=0,001, OR=1,264) serta status pekerjaan (p-value=0,007, OR=1,100). Kata kunci: COVID-19, Distres Kerja, Konstruksi, Psikososial.

Work distress is a physical and emotional hazard caused by an imbalance between job requirements and individual abilities, resources or needs (NIOSH, 2014). Work distress can have an impact on changes in cognitive function, emotion, and behavior as well as decreased performance and productivity. This study was conducted to analyze psychosocial factors that can have an impact on work distress so that further countermeasures can be made and losses to individuals and companies can be minimized. This research was conducted in the construction sector for workers in the Civil & Trackwork Division of the PT X Light Rail Transit (LRT) Project in November- December 2021. This research was quantitative with the chosen study design, namely cross sectional with a sample of 110 workers. The data was taken using a questionnaire that had passed the validity and reliability test. The results of research on the individual arena and home arena there are no significant variables with the level of work distress. In the arena of work content of work, significant variables include: duration of work (p- value = 0.001), work status (p-value = 0.002), and work environment conditions (p-value = 0.006). In the context of work, significant variables include: organizational structure and climate (p-value = 0.003), interpersonal relationships (p-value = 0.001), role in the organization (p-value = 0.002). Organizational management/leadership style (p-value = 0.007), career opportunities (p-value = 0.001), and job satisfaction (p-value = 0.034). The variables most related to the level of work distress were work duration (p-value=0.001, OR=12.1) followed by career opportunities (p-value=0.001, OR=1.264) and job status (p- value=0.007, OR =1,100). Key words: COVID-19, Occupational Distress, Construction, Psychosocial,