Ditemukan 2 dokumen yang sesuai dengan query :: Simpan CSV
Riska Oktaviana; Pembimbing: Hendra; Penguji: Mila Tejamaya, Elsye As Safira
Abstrak:
Pengemudi merupakan salah satu kelompok pekerjaan dengan tingkat risiko tertinggi yang dapat mengalami stres di tempat kerja. Hal ini dapat terjadi salah satunya pada pengemudi truk yang memegang peranan penting dalam proses pengantaran produk PT XYZ. Tujuan dari penelitian ini untuk menjelaskan gambaran tingkat stres kerja pada pengemudi truk pengantar produk PT XYZ serta faktor risiko yang berhubungan dengan stres kerja tersebut. Adapun faktor-faktor yang diteliti meliputi faktor individu (usia, status pernikahan, tempat tinggal, jumlah anak, dan masa kerja), faktor psikososial terkait konteks pekerjaan (kontrol pekerjaan, dukungan sosial, dan home-work interface) dan konten pekerjaan (lingkungan fisik kabin, beban kerja, dan jam kerja). Penelitian ini menggunakan desain penelitian cross sectional dan pengambilan data dilakukan dengan menyebarkan kuesioner online. Adapun kuesioner yang digunakan pada penelitian ini diadaptasi dari beberapa kuesioner yang telah ada yaitu kuesioner Perceived Stress Scale (PSS-10), NIOSH Generic Job Stress Questionnaire (GJSQ), dan Copenhagen Psychosocial Questionnaire (COPSOQ) III. Sejumlah 76 pengemudi truk berpartisipasi dalam penelitian ini. Hasil penelitian menunjukkan bahwa 60,53% responden mengalami stres sedang-berat. Ditemukan pula hubungan antara dukungan sosial, home-work interface, lingkungan fisik kabin, beban kerja, dan jam kerja dengan stres kerja. Dari kelima faktor tersebut, faktor yang paling dominan berhubungan dengan stres kerja adalah faktor jam kerja dengan nilai OR yaitu 11. Disimpulkan bahwa dukungan sosial, home-work interface, lingkungan fisik kabin, beban kerja, dan jam kerja memiliki hubungan yang signifikan dengan stres kerja. Beberapa upaya penanganan yang dapat dilakukan adalah mengidentifikasi kejadian stres kerja pada pekerja, mengembangkan program pengawasan dan pendampingan terkait stres kerja, meninjau ulang prosedur dan kebijakan mengenai jadwal kerja, menciptakan tempat kerja yang sehat dan selamat secara fisik, mengidentifikasi dan mengkaji ulang beban kerja, serta melaksanakan berbagai program intervensi untuk meningkatkan kemampuan mengatasi stres pekerja.
Drivers are one of the occupational groups with the highest risk of experiencing workplace stress. This can happen to truck drivers who play an important role in the PT XYZ product delivery process. The purpose of this study is to describe the level of work stress in PT XYZ product delivery truck drivers and the risk factors associated with work stress. The factors studied include individual factors (age, marital status, place of residence, number of children, and length of service), psychosocial factors related to job context (job control, social support, and home-work interface) and job content (physical environment of the cabin, workload, and working hours). This study used a cross-sectional research design and data collection was carried out by distributing online questionnaires. The questionnaires used in this study were adapted from several existing questionnaires, namely the Perceived Stress Scale (PSS-10), NIOSH Generic Job Stress Questionnaire (GJSQ), and Copenhagen Psychosocial Questionnaire (COPSOQ) III. A total of 76 truck drivers participated in this study. The results showed that 60.53% of the respondents experienced moderate-severe stress. There was also a relationship between social support, home-work interface, physical environment of the cabin, workload, and working hours with work stress. Of the five factors, the most dominant factor associated with work stress is the working hours factor with an OR value of 11. It is concluded that social support, home-work interface, physical environment of the cabin, workload, and working hours have a significant relationship with work stress. Some measures that can be taken are identifying the incidence of work stress in workers, developing supervision and mentoring programs related to work stress, reviewing procedures and policies regarding work schedules, creating a physically healthy and safe workplace, identifying and reviewing workload, and implementing various intervention programs to improve workers' stress coping skills.
Read More
Drivers are one of the occupational groups with the highest risk of experiencing workplace stress. This can happen to truck drivers who play an important role in the PT XYZ product delivery process. The purpose of this study is to describe the level of work stress in PT XYZ product delivery truck drivers and the risk factors associated with work stress. The factors studied include individual factors (age, marital status, place of residence, number of children, and length of service), psychosocial factors related to job context (job control, social support, and home-work interface) and job content (physical environment of the cabin, workload, and working hours). This study used a cross-sectional research design and data collection was carried out by distributing online questionnaires. The questionnaires used in this study were adapted from several existing questionnaires, namely the Perceived Stress Scale (PSS-10), NIOSH Generic Job Stress Questionnaire (GJSQ), and Copenhagen Psychosocial Questionnaire (COPSOQ) III. A total of 76 truck drivers participated in this study. The results showed that 60.53% of the respondents experienced moderate-severe stress. There was also a relationship between social support, home-work interface, physical environment of the cabin, workload, and working hours with work stress. Of the five factors, the most dominant factor associated with work stress is the working hours factor with an OR value of 11. It is concluded that social support, home-work interface, physical environment of the cabin, workload, and working hours have a significant relationship with work stress. Some measures that can be taken are identifying the incidence of work stress in workers, developing supervision and mentoring programs related to work stress, reviewing procedures and policies regarding work schedules, creating a physically healthy and safe workplace, identifying and reviewing workload, and implementing various intervention programs to improve workers' stress coping skills.
S-11001
Depok : FKMUI, 2022
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
☉
Puspita Gaharu Nisaa; Pemimbing: Robiana Modjo; Penguji: L. Meily Kurniawidjaja, Stevan D. Anbiya, Achmad Muchlis, Corah Usman
Abstrak:
Read More
Tenaga kesehatan senantiasa dihadapkan dengan tuntutan kerja dan bahaya risiko psikososial yang berpengaruh terhadap kesehatan mental seperti distress kerja, kondisi tersebut dapat bermanifestasi terhadap kesejahteraan tenaga kesehatan dan kualitas pelayanan pasien. Tahun 2024, diketahui terdapat tenaga kesehatan di RSUD Balaraja yang memiliki derajat distress sedang hingga berat terkait upaya kerja. Tesis ini bertujuan menganalisis hubungan faktor risiko psikososial serta faktor individu dan distress kerja pada tenaga kesehatan yang bekerja di RSUD Balaraja Kabupaten Tangerang Tahun 2025. Desain penelitian adalah cross-sectional dengan pendekatan kuantitatif pada total 140 tenaga kesehatan (dokter, perawat, farmasi, dan tenaga kesehatan lain seperti bidan, perekam medis, fisioterapis, analis kesehatan, radiografer, dsb.) Distress kerja diukur menggunakan instrumen distress dari DASS-21 yang dikategorikan menjadi “Normal-Ringan” dan “Sedang-Berat”. Faktor risiko psikososial (berdasarkan model Effort-Reward Imbalance, COPSOQH III dan NIOSH Generic Stress Scale) dan faktor individu diukur melalui kuesioner. Hasil penelitian ditemukan 14,3% responden dengan distress kerja sedang-berat. Analisis inferensial menunjukan hubungan signifikan antara faktor psikososial dengan distress kerja. Variabel yang berhubungan dengan distress kerja diantaranya ketidakseimbangan kerja-rumah (OR=17,34; 95% CI 3,84–78,41; p<0,001), komitmen kerja berlebihan (OR=14,48; 95% CI 3,21–65,31; p<0,001), upaya kerja yang tinggi (OR=6,44; 95% CI 2,03–20,44; p=0,001) dan penghargaan kerja yang tidak baik (OR=4,14; 95% CI 1,31–13,10; p=0,02). Tidak ditemukan hubungan statistik yang signifikan antara faktor individu dan distress kerja (p >0,05). Faktor individu yang perlu diberi perhatian yakni pada variable status single dan perilaku tidak sehat (kurang aktifitas fisik, merokok, minum kopi, dan minum alkohol.) Kesimpulan adalah distress kerja pada tenaga kesehatan di RSUD Balaraja secara dominan berasosiasi dengan faktor psikososial yang bersifat organisasional dan dapat dimodifikasi. Intervensi berbasis prioritas terutama untuk perbaikan area kritis diantaranya ketidakseimbangan antara kehidupan kerja-rumah serta komitmen berlebihan. Rekomendasi difokuskan pada kebijakan organisasional sehingga tercipta budaya kerja yang sehat, suportif dan positif, diantaranya adalah, pertama, pemberian pelatihan sesuai kompetensi, edukasi pengelolaan distress dan manajemen waktu serta fleksibilitas pemilihan waktu libur atau cuti; Kedua, evaluasi beban kerja agar tidak berlebihan dan lebih merata, fit to work bagi tenaga kesehatan pasca dengan keterbatasan fisik atau pemulihan dari sakit, komunikasi dan transparansi sistem penghargaan maupun kompensasi kepada seluruh tenaga kesehatan, termasuk dalam pemberian insentif dan kebijakan upah kerja lembur dalam rangka keseimbangan upaya kerja dan penghargaan kerja yang lebih baik; Ketiga, evaluasi tugas kerja dan beban kerja oleh manajemen secara periodik yang disertai adanya keterlibatan karyawan dalam pengambilan keputusan. Rekomendasi lain adalah kegiatan senam rutin 150 menit per minggu, kelompok konseling kesehatan mental dan perilaku tidak sehat, serta perbaikan sistem antrian pasien rawat jalan dengan pemberlakuan kode booking kunjungan ulang atau fast track untuk pasien kontrol merupakan strategi yang dapat diambil untuk peningkatan kesehatan kerja dan upaya penurunan distress kerja bagi tenaga kesehatan di RSUD Balaraja.
Healthcare workers are constantly faced with work demands and psychosocial hazards that affect their mental health, such as work related distress. This condition can manifest in the well-being of healthcare workers and the quality of patient care. In 2024, it was found that a number of healthcare workers at Balaraja Regional General Hospital (RSUD) experienced moderate to severe distress related to their work effort. This thesis aims to analyze of risk factors associated with work-related distress to healthcare workers of RSUD Balaraja, Tangerang Regency In 2025. This study used cross-sectional design with a quantitative approach, involved total 140 healthcare workers as respondens (doctors, nurses, pharmacists, and other health care workers such as midwife, medical recorders, physichal therapist, health analysts, radiographer, etc.) Work related distress was measured using a standardized instrument based on distress scale from DASS 21 and categorized as "Normal-Mild" and "Moderate-Severe". Psychosocial risk factors (based on the Effort-Reward Imbalance model, COPSOQ III, and the NIOSH Generic Job Stress Questionnaire) and individual factors were measured through a questionnaire. The results showed that 14.3% of respondents experienced moderate-to-severe work related distress. Inferential analysis indicated an association between psychosocial factors and work related distress, included work-life imbalance (OR=17.34; 95% CI 3.84–78.41; p<0.001), overcommitment (OR=14.48; 95% CI 3.21–65.31; p<0.001), high effort (OR=6.44; 95% CI 2.03–20.44; p=0.001), and low reward (OR=4.14; 95% CI 1.31–13.10; p=0.02). No statistical significant association was found between individual factors and work related distress (p > 0.05). Individual factors that may warrant attention include single marital status and unhealthy bahaviors (lack of physical activity, smoking, and consumption of coffee or alcohol.) The conclusion is that work related distress among healthcare workers at RSUD Balaraja is predominantly associated with modifiable, organizational psychosocial factors. Priority-based interventions are needed, especially to improve critical areas such as work-life imbalance and overcommitment. Recommendations focus on organizational policies to create a healthy, supportive, and positive work culture. These include provide competency-based training, education on distress and time management, and offer flexibility in scheduling holiday or day off; Second, conduct workload evaluations to prevent overload and ensure equitable distribution. Implement "fit-to-work" assessments for healthcare workers with physical limitations or recovering from illness. Ensure transparent communication regarding reward and compensation systems for all staff, including incentives and overtime pay policies, to achieve a better effort-reward balance. Third, reviewing workload policies for better distribution and prevention of excessive demands, providing competency-based training, and offering distress management, priority management, and coping mechanisms to restore work-life balance. Other recommendations include group exercise sessions, aiming for 150 minutes per week, Establish counseling groups for mental health support and to address unhealthy behaviors, improve the outpatient queuing system by implementing “a booking code system” for return visits or “a fast-track pathway." Furthermore, promoting a healthy work culture and controlling overcommitment through periodic evaluation of job tasks and workload by management, with input from employees, is advised. These strategies can be adopted to enhance occupational health and reduce work-related distress among healthcare workers at RSUD Balaraja.
Healthcare workers are constantly faced with work demands and psychosocial hazards that affect their mental health, such as work related distress. This condition can manifest in the well-being of healthcare workers and the quality of patient care. In 2024, it was found that a number of healthcare workers at Balaraja Regional General Hospital (RSUD) experienced moderate to severe distress related to their work effort. This thesis aims to analyze of risk factors associated with work-related distress to healthcare workers of RSUD Balaraja, Tangerang Regency In 2025. This study used cross-sectional design with a quantitative approach, involved total 140 healthcare workers as respondens (doctors, nurses, pharmacists, and other health care workers such as midwife, medical recorders, physichal therapist, health analysts, radiographer, etc.) Work related distress was measured using a standardized instrument based on distress scale from DASS 21 and categorized as "Normal-Mild" and "Moderate-Severe". Psychosocial risk factors (based on the Effort-Reward Imbalance model, COPSOQ III, and the NIOSH Generic Job Stress Questionnaire) and individual factors were measured through a questionnaire. The results showed that 14.3% of respondents experienced moderate-to-severe work related distress. Inferential analysis indicated an association between psychosocial factors and work related distress, included work-life imbalance (OR=17.34; 95% CI 3.84–78.41; p<0.001), overcommitment (OR=14.48; 95% CI 3.21–65.31; p<0.001), high effort (OR=6.44; 95% CI 2.03–20.44; p=0.001), and low reward (OR=4.14; 95% CI 1.31–13.10; p=0.02). No statistical significant association was found between individual factors and work related distress (p > 0.05). Individual factors that may warrant attention include single marital status and unhealthy bahaviors (lack of physical activity, smoking, and consumption of coffee or alcohol.) The conclusion is that work related distress among healthcare workers at RSUD Balaraja is predominantly associated with modifiable, organizational psychosocial factors. Priority-based interventions are needed, especially to improve critical areas such as work-life imbalance and overcommitment. Recommendations focus on organizational policies to create a healthy, supportive, and positive work culture. These include provide competency-based training, education on distress and time management, and offer flexibility in scheduling holiday or day off; Second, conduct workload evaluations to prevent overload and ensure equitable distribution. Implement "fit-to-work" assessments for healthcare workers with physical limitations or recovering from illness. Ensure transparent communication regarding reward and compensation systems for all staff, including incentives and overtime pay policies, to achieve a better effort-reward balance. Third, reviewing workload policies for better distribution and prevention of excessive demands, providing competency-based training, and offering distress management, priority management, and coping mechanisms to restore work-life balance. Other recommendations include group exercise sessions, aiming for 150 minutes per week, Establish counseling groups for mental health support and to address unhealthy behaviors, improve the outpatient queuing system by implementing “a booking code system” for return visits or “a fast-track pathway." Furthermore, promoting a healthy work culture and controlling overcommitment through periodic evaluation of job tasks and workload by management, with input from employees, is advised. These strategies can be adopted to enhance occupational health and reduce work-related distress among healthcare workers at RSUD Balaraja.
T-7373
Depok : FKM UI, 2025
S2 - Tesis Pusat Informasi Kesehatan Masyarakat
☉