Jurnal DIALEKTIKA: Jurnal Ilmu Soial.
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ARTICLE
THE EFFECT OF WORKLOAD AND COPING ON EMPLOYEE
STRESS LEVELS THROUGH SOCIAL ENVIRONMENTAL SUPPORT
IN THE PADANG BOLAK DISTRICT OFFICE
Khamisah Handari*.
Khairrudin Tampubolon.
Ratna Sari Dewi Universitas Pembinaan Masyarakat Indonesia Email: kamisahrp@gmail.
Article History Received: 1 November 2025 Accepted: 2 December 2025 Published: 15 December 2025 Abstract This study aims to analyze the influence of workload and coping on employee stress levels, both directly and indirectly through social environmental support at the Padang Bolak District Head's Office.
The approach used is quantitative with descriptive and verification The study population consisted of 29 employees with a saturated sampling Data were collected through questionnaires and analyzed using multiple linear regression with the help of SPSS version 25.
The results showed that workload and coping significantly influenced employee stress levels.
Although workload did not significantly influence social environmental support, coping had a positive influence on that support.
Social environmental support plays a role in reducing stress levels and is a partial mediating variable between coping and stress.
Simultaneously, the three variables explained 44.
9% of the variation in employee stress.
Keywords: Workload.
Social Environmental Support.
Coping.
Employee Stress Levels AU INTRODUCTION In the modern era, filled with complex work demands and dynamics, work stress has become a common phenomenon in various organizations, including government agencies.
Effective coping can help employees manage stress effectively, while ineffective coping can actually exacerbate stress.
However, the success of a coping strategy depends not only on individual abilities but also on the support of the surrounding social environment.
Social support, whether from coworkers, superiors, or the organization, can act as a mediator, strengthening or weakening the influence of workload and coping on stress levels.
The Padang Bolak District Office, as a government agency, is not immune to this challenge.
Emotionally oriented coping mechanisms can have negative impacst and exacerbate ineffective problem-solving processes.
This study also examines how social support plays a mediating By understanding these dynamics, it is hoped that the research findings can provide strategic recommendations for agency management to create a healthier and more productive work environment.
This study aims to analyze the influence of workload and coping on employee stress levels, considering the role of social support as a mediator.
By understanding these dynamics, it is hoped that it can provide appropriate recommendations for the management of the Padang Bolak District Office in creating a healthy and supportive work environment, so that it can reduce employee stress levels and improve overall organizational performance.
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AU LITERATURE REVIEW
Workload According to Sunarso .
, workload is a collection of activities that must be completed by an organizational unit or position holder within a specific timeframe.
Employees, as the backbone of a company, should be entitled to the opportunity to complete their work according to their physical and mental capabilities.
Several opinions conclude that workload is a set of activities/tasks assigned to employees, exceeding their workload capacity, and must be completed within a predetermined timeframe.
Workload Indicators:
According to Koesomowidjojo .
, workload indicators include:
AU Working Conditions AU Use of Working Time AU Targets to be Achieved Coping Coping is a persistent cognitive and behavioral change in an effort to overcome specific internal and/or external demands that exhaust or exceed an individual's resources (Lazarus, 1985 in Nasir and Muhith, 2.
According to Lazarus and Folkman .
4 in Intani and Surjaningrum, 2.
, coping strategies are cognitive and attitudinal efforts to overcome, reduce, and tolerate internal or external demands.
The process is triggered by the interaction between an individual and an event perceived as stressful.
The definition of coping strategies can also refer to strategies used to coordinate an individual's resources and the environmental demands that impose them (Dodds, 1993 in Utami and Pratitis, 2.
Coping Indicators There are several indicators of coping, namely:
Positive (Adaptiv.
Coping Indicators AU Ability to control emotions AU Effective problem-solving AU Using social support.
AU Maintaining physical health AU Positive thinking Negative Coping Indicators (Maladaptiv.
AU Avoiding problems AU Seeking unhealthy escapes AU Withdrawing from social environments AU Thinking negatively and AU Poor changes in sleep and eating patterns Social Environmental Support Social support is the assistance, advice, and emotional support provided by an individual or group, in the form of affection, attention, and caring.
According to Taylor .
n King, 2.
, social support is information and feedback from others indicating that a person is loved and cared for, valued, and respected, and is involved in a network of reciprocal communication and Social Support Indicators According to House .
, social environmental support can be divided into several main indicators, namely:
AU Emotional Support AU Instrumental Support AU Informational Support http://jurnaldialektika.
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Employee Stress Levels Employee stress levels refer to the extent to which an employee experiences physical, emotional, or mental pressure in the work environment.
Work stress can occur when individuals are required to create a competitive advantage through increased knowledge, experience, skills, commitment, and relationships with coworkers and external parties (Stranks, 2.
Employee Stress Level Indicators:
According to Robbins & Judge .
, work stress can be measured using the following AU Physical Indicators AU Psychological Indicators AU Behavioral Indicators AU RESEARCH METHODOLOGY The quantitative approach was chosen because this research focuses on testing previously formulated hypotheses, as well as the use of numerical data to measure the relationship between variables statistically (Sugiyono, 2.
This type of causal associative research aims to test whether there is a causal relationship between two or more variables.
AU RESULT AND DISCUSSION
This chapter describes the results of data analysis obtained through the distribution of closed-ended questionnaires to employees at the Padang Bolak District Head's Office.
The main focus of this study is to analyze the effect of Workload (X.
and Coping (X.
on Employee Stress Levels (Y), with Social Environmental Support (Z) as an intermediary The data is presented in a structured manner, starting with respondent profiles, descriptions of each variable, instrument validity and reliability tests, classical assumption tests, and hypothesis testing.
The analysis process was conducted using SPSS version 25 software to ensure accurate and scientific results.
Respondent Identity Based on the gender distribution of respondents, the majority of respondents in this study were male, 22 .
%), while the remaining 7 were female, 24% of the total 29 employees at the Padang Bolak District Head's Office.
Age Based on the age characteristics of respondents, it is clear that the majority of employees are aged 11 .
%) over 45 years.
Eight .
%) are aged 25Ae35 years.
Five .
%) are aged <25 and 36Ae45 years, respectively.
These findings indicate that employees at the Padang Bolak Tuan District Head's Office are predominantly of mature age or approaching retirement.
Length of Service Based on the distribution of employee length of service at the Padang Bolak Tuan District Head's Office, the majority of employees have worked for more than 10 years, representing 13 respondents, or 45% of the total respondents.
This indicates that nearly half of the employees have worked for a considerable length of time, reflecting their level of experience and familiarity with the existing work systems and organizational culture.
Furthermore, nine employees, or 31%, have worked between 6 and 10 years.
Meanwhile, 7 employees, or 24%, have a tenure of 1Ae5 years.
This has the potential to create a stable work environment that is both open to change and innovation.
Employee Status Based on employee status distribution data, 22 employees .
%) are Civil Servants (PNS).
This indicates that the majority of employees hold permanent employment status, http://jurnaldialektika.
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which generally offers a clearer career path, job stability, and various rights and obligations regulated by the government.
Meanwhile, 7 employees .
%) are honorary employees.
Highest Education Based on the latest education distribution data, it is known that the majority of employees at the Padang Bolak District Head's Office have a high school education, namely 14 employees, or 48% of the total 29 respondents.
This indicates that nearly half of the employees completed their formal education at the upper secondary level.
Furthermore, as many as 13 people .
%) are bachelor's degree graduates, which reflects that quite a lot of employees have pursued higher education and have good academic potential in supporting bureaucratic Meanwhile, only 1 person .
%) has a master's degree, and 1 person .
%) is a junior high school graduate.
Overall, this data shows that employees at the Padang Bolak District Office are dominated by high school and bachelor's degree graduates.
This level of education is one indicator in seeing employee readiness in carrying out administrative tasks and public services, and is important to pay attention to in efforts to improve human resource competency in the future.
Validity Test In this test, the researcher used a correlation analysis technique comparing r-table and r-calculation, with the data being declared valid if r-calculation > r-table (Sugiyono, 2.
The formula for finding the r-table value is as follows:
= n Ae 2 d.
= 29 Ae 2 d.
= 27 Description:
= degree of preference .
-tabl.
n = number of respondents From the calculation above, based on the distribution of the r-table values, if d.
is 27, then the obtained r-table value is 0.
Based on the distribution table of the r-table (Simple Correlation Coefficien.
, this value is 0.
This indicates that the data is considered valid if the calculated r-table is > 0.
For more details, see the Item-Total Statistics table in the Corrected Item-Total Correlation column.
The results of SPSS processing by entering respondent answer data for variables X1.
X2, and Y are presented in the following table:
Table 1.
Validity Test of Workload Variable (X.
Item-Total Statistics Scale Mean if Scale Variance if Corrected ItemCronbach's Alpha if Item Deleted Item Deleted Total Correlation Item Deleted X1.
X1.
X1.
X1.
X1.
X1.
X1.
X1.
X1.
X1.
X1.
X1.
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X1.
X1.
X1.
Source: Primary Data Processing Output, 2025 Table 2.
Validity Test of Coping Variable (X.
Item-Total Statistics Scale Mean if Scale Variance if Corrected ItemCronbach's Alpha if Item Deleted Item Deleted Total Correlation Item Deleted X2.
X2.
X2.
X2.
X2.
X2.
X2.
X2.
X2.
X2.
X2.
X2.
X2.
X2.
X2.
Source: Primary Data Processing Output, 2025 Table 3.
Validity Test of Work Environment Support Variable (Z) Item-Total Statistics Scale Mean if Scale Variance if Corrected ItemCronbach's Alpha if Item Deleted Item Deleted Total Correlation Item Deleted http://jurnaldialektika.
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Source: Primary Data Processing Output, 2025 Table 4.
Validity Test of the Work Stress Level Variable (Y) Item-Total Statistics Scale Mean if Scale Variance if Corrected ItemCronbach's Alpha if Item Deleted Item Deleted Total Correlation Item Deleted Source: Primary Data Processing Output, 2025 Reliability Test According to Sugiyono .
, reliability reflects how stable and consistent the measurement results are for a variable.
In this study.
Cronbach's Alpha was used to determine whether the questionnaire was reliable, with the following criteria:
Ou 0.
igh reliabilit.
5 Ae 0.
oderate reliability, acceptabl.
O 0.
ow reliability, poor instrumen.
Workload Variables Table 5.
Validity Reliability Test (X.
Reliability Statistics Cronbach's Alpha N of Items Source: Primary Data Processing Output, 2025 Coping Variables Table 6.
Reliability Test of Variable (X.
Reliability Statistics Cronbach's Alpha N of Items Source: Primary Data Processing Output, 2025 http://jurnaldialektika.
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Social Environmental Support Variables Table 7.
Reliability Test (Z) Reliability Statistics Cronbach's Alpha N of Items Source: Primary Data Processing Output, 2025 Employee Stress Level Variable Table 8.
Reliability Test (Y) Reliability Statistics Cronbach's Alpha N of Items Source: Primary Data Processing Output, 2025 Classical Assumption Test Normality Test Table 9 Normality Test One-Sample Kolmogorov-Smirnov Test Unstandardized Residual Normal Parametersa,b Most Extreme Differences Mean Std.
Deviation Absolute Positive Negative Test Statistic Asymp.
Sig.
-taile.
Test distribution is Normal.
Calculated from data.
Lilliefors Significance Correction.
This is a lower bound of the true significance.
Source: Primary Data Processing Output, 2025 Heteroscedasticity Test Table 10.
Heteroscedasticity Test Coefficients Unstandardized Standardized Coefficients Coefficients Model Sig.
Std.
Error Beta (Constan.
Workload Coping Social Environmental Support Dependent Variable: ABS_RES http://jurnaldialektika.
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Source: Primary Data Processing Output, 2025 Multicollinearity Test To identify this, this study used tolerance tests and Variance Inflation Factor (VIF).
The model is considered free of multicollinearity if the tolerance value is > 0.
10 and the VIF value is < 10 (Duli in Melati et al.
, 2.
Table 11.
Multicollinearity Test Coefficients Unstandardized Standardized Collinearity Coefficients Coefficients Statistics Std.
Beta Tolerance VIF Model t Sig.
Error 1 (Constan.
Workload Coping - .
Social - .
Environmental Support Dependent Variable: Employee Stress Levels Source: Primary Data Processing Output, 2025 Based on table 4.
13 above, it is found that each tolerance value of variable X1 is 0.
variable X2 is 0.
497, and variable Z is 0.
626, which means that the value is > 0.
Meanwhile, for the VIF value, it is known that each value of variable X1 is 1.
435, variable X2 014, and variable Z is 1.
596, which means that the value is < 10.
So it can be concluded that the variables of workload, coping, and social environmental support are considered to independently explain the variability of employee stress level variables, so that there are no symptoms of multicollinearity in this study.
T Test A variable is said to have a significant influence if the value .
-valu.
< 0.
05 and the calculated t-value > t-table, which is determined based on certain degrees of freedom and significance levels:
yca ttabel = .
cu Oe yco Oe .
= 0,05 .
Oe 4 Oe .
= 0,025 .
Description: a: Significance level of error n: Number of samples k: Number of variables In this study, with an of 0.
025 and a df of 24, the t-table value was 2.
This value will be used as a reference in conducting a partial t-test to evaluate whether each independent variable individually has a significant effect on the dependent variable.
Based on the t-test results for the Workload (X.
variable on Employee Stress Levels (Y), the calculated t-value was 3.
407 with a significance value (Sig.
) of 0.
Because the calculated t-value .
is greater than the t-table .
and the significance value is less http://jurnaldialektika.
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025, it can be concluded that the Workload variable significantly influences Employee Stress Levels.
This means that the higher the workload perceived by employees, the higher their stress levels.
These results indicate that workload is an important factor that needs to be considered in stress management efforts in the workplace.
Based on the results of the t-test on the Coping variable and Employee Stress Levels, the calculated t-value was -3.
878 with a significance value (Sig.
) of 0.
Because the calculated t-value .
is greater than the t-table .
and the significance value is less than 0.
it can be concluded that the Coping variable has a significant effect on Employee Stress Levels.
The negative sign on the regression coefficient indicates that the effect of coping on stress is negative, meaning that the better an employee's coping skills, the lower their perceived stress levels tend to be.
In other words, effective coping strategies can help employees manage work pressure and significantly reduce stress.
Based on the results of the t-test on the Workload variable and Social Environmental Support, the calculated t-value was 0.
085 with a significance value (Sig.
) of 0.
Because the calculated t-value .
is less than the t-value .
, and the significance value .
is significantly greater than 0.
025, it can be concluded that the Workload variable does not significantly influence Social Environmental Support.
This means that the level of workload experienced by employees is not directly or significantly related to their perceptions or reality regarding the social environmental support they receive at work.
Based on the results of the t-test on the Coping variable on Social Environmental Support, the calculated t-value was 3.
304 with a significance value (Sig.
) of 0.
Because the calculated t-value .
is greater than the t-value .
, and the significance value .
is less than 0.
025, it can be concluded that the Coping variable significantly influences Social Environmental Support.
This means that the better an employee's coping skills, the higher the perceived social environmental support.
This indicates that individuals with effective coping skills tend to be able to build better social relationships and receive support from their Based on the results of the t-test on the variable of Social Environmental Support on Employee Stress Levels, the calculated t-value was -2.
367 with a significance value (Sig.
) of Because the calculated t .
> t-table .
and the significance value .
= ,
it can be concluded that Social Environmental Support has a significant effect on Employee Stress Levels.
The negative sign on the regression coefficient indicates that the effect is negative, meaning that the higher the social environmental support received by employees, the lower the level of stress they experience.
This confirms that the existence of social support in the work environment plays an important role in helping employees deal with pressure and reducing work stress.
F Test According to Ghozali .
, the F-test aims to determine the overall significance of the regression, with the null hypothesis (HCA) stating that all regression coefficients are equal to zero .
o effec.
If the significance value .
-valu.
is <0.
05, then HCA is rejected, meaning the regression model used together significantly explains the dependent variable.
In other words, the independent variables used collectively influence the dependent variable.
The formula for determining the F-table value is as follows:
F-table = k - 1.
n - k = 4 - 1.
29 - 4
= 3.
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Based on the analysis results, the number of independent variables in this study was 4, and the sample size was 29 respondents.
Therefore, the degrees of freedom for the numerator .
is 3, while for the denominator .
By referring to the F distribution and a probability level of 0.
05, the F-table value is 2.
This number is used as a reference to compare with the calculated F-value, in order to assess whether all independent variables simultaneously have a significant influence on the dependent variable.
Table 12.
F Test of Variables X1 and X2 against Y
ANOVA
Model um of Squares df Mean Square Regression Residual Total Dependent Variable: Employee Stress Levels Predictors: (Constan.
Coping.
Workload Source: Primary Data Processing Output, 2025 Sig.
Based on the F-test results displayed in Table 4.
19, the F-count value was 10.
802 with a significance value of 0.
Since the F-count .
> F-table .
and the significance value .
000 < 0.
, it can be concluded that the regression model is simultaneously This means that the Workload and Coping variables together have a significant influence on Employee Stress Levels.
Thus, both independent variables are worthy of inclusion in the model because they provide a real contribution in explaining the dependent variable, namely employee stress levels.
Table 13.
F Test of Variables X1 and X2 against Z
ANOVA
Model um of Squares df Mean Square F Sig.
Regression Residual Total Dependent Variable: Social Environmental Support Predictors: (Constan.
Coping.
Workload Source: Primary Data Processing Output, 2025 Based on the F-test results shown in Table 4.
20, the calculated F-value was 7.
754 with a significance value of 0.
Because the calculated F-value .
is greater than the F-table value .
and the significance value .
002 < 0.
, it can be concluded that the regression model is simultaneously significant.
This means that the Workload and Coping variables jointly have a significant influence on the Social Environmental Support variable.
Therefore, these two independent variables are worthy of inclusion in the model because they significantly contribute to explaining the dependent variable, namely social environmental http://jurnaldialektika.
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Model Table 14.
F Test of Variables X1 and X2 against Y through Z
ANOVA
Sum of Squares Mean Square F Sig.
Regression Residual Total Dependent Variable: Employee Stress Levels Predictors: (Constan.
Social Environmental Support.
Workload.
Coping Source: Primary Data Processing Output, 2025 Based on the F-test results displayed in Table 4.
21, the calculated F-value was 8.
607 with a significance value of 0.
Since the calculated F-value .
> F-table .
and the significance value .
000 < 0.
, it can be concluded that this regression model is simultaneously significant.
This means that the variables Workload.
Coping, and Social Environmental Support together have a significant effect on Employee Stress Levels.
Thus, the three independent variables are worthy of inclusion in the model because they collectively provide a significant contribution in explaining variations in the dependent variable, namely employee stress levels.
Multiple Linear Regression Analysis Model Table 15.
Multiple Linear Regression Analysis Test Coefficients Unstandardized Standardized Coefficients Coefficients Std.
Error Beta (Constan.
Beban Kerja Sig.
Koping Dependent Variable: Tingkat Stres Pegawai Source: Primary Data Processing Output, 2025 Multiple linear regression analysis was used to determine the influence of Workload (XCA) and Coping (XCC) variables simultaneously and partially on Employee Stress Levels (Y).
The results of this test were formulated using the linear equation formula below:
ycU = yu yu1ycU1 yu2ycU2 yce Description:
Y: Purchase Intention : Constant (Y value when X=.
yu1: Regression coefficient of variable X1 X1: Workload yu2: Regression coefficient of variable X2 X2: Coping e: Error Based on the results of data processing displayed in the Coefficients table, the following regression equation is obtained:
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Table 16.
Regression Equation Konstanta Koefisien X1 Koefisien X2 Source: SPSS Data Processing Results, 2025 From the table above, the multiple linear regression equation obtained in this study is as ycU = yu yu1ycU1 yu2ycU2 yce Y = 72.
280 Ae 0.
The interpretation of this equation is as follows:
-AU The constant () of 72.
633 indicates that if the Workload (XCA) and Coping (XCC) values AUare considered constant or zero, then the Employee Stress Level (Y) is estimated to be 72.
-AU The regression coefficient of XCA (Workloa.
280 indicates that every one-unit increase in Workload will cause an increase in Employee Stress Level of 0.
280 units, assuming other variables remain constant.
-AU The regression coefficient of XCC (Copin.
726 indicates that every one-unit increase in coping ability will cause a decrease in Employee Stress Level of 0.
726 units, assuming other variables remain constant.
This strengthens the conclusion that both independent variables (XCA and XCC) partially have a significant influence on the dependent variable (Y).
AU CONCLUSION
The test results obtained an Adjusted RA value of 0.
261, which means that social environmental support is influenced by coping by 26.
1%, so that H4 in this study is accepted.
Based on the results of the t-test of the Social Environmental Support (Z) variable on Employee Stress Levels (Y), the calculated t-value was -2.
367> t-table -2.
063 and a significance value of 0.
025 <0.
So it can be concluded that social environmental support has a significant effect on employee stress levels at the Padang Bolak District Head's Office.
The test results obtained an Adjusted RA value of 0.
141, meaning that social environmental support contributed 14.
1% to employee stress levels at the Padang Bolak District Head's Office, so that H5 in this study was accepted.
Based on the results of the F test of the Workload (X.
and Coping (X.
variables on Employee Stress Levels (Y), the F-count value 802> F-table 2.
99 and a significance of 0.
000 <0.
Therefore, it can be concluded that the workload and coping variables simultaneously have a significant effect on the employee stress level variable at the Padang Bolak District Head's Office.
The test results obtained an Adjusted RA value of 0.
412, indicating a simultaneous influence contribution in this test of 41.
2%, so H6 in this study was accepted.
Based on the results of the F test of the Workload (X.
and Coping (X.
variables on Social Environmental Support (Z), the F-count value was 7.
754> F-table 2.
99 and a significance of 0.
002 <0.
Therefore, it can be concluded that the workload and coping variables simultaneously have a significant effect on the employee social environmental support variable at the Padang Bolak District Head's Office.
The test results obtained an Adjusted RA value of 0.
325, indicating a simultaneous influence contribution in this test of 32.
5%, so that H7 in this study is accepted.
Based on the results of the F test of the variables Workload (X.
Coping (X.
and Social Environmental Support (Z) as intervening variables on Employee Stress Levels (Y), the F-count value was 607> F-table 2.
99 and a significance value of 0.
000 <0.
So it can be concluded that these http://jurnaldialektika.
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variables simultaneously have a significant effect on employee stress levels at the Padang Bolak District Office.
REFERENCE