E-ISSN: 3046-7632

International Journal of Administration and Education (IJAE)
https://journal.ashapublishing.co.id/index.php/ijae/hm

Work Stress in Employees in the Field of Apparatus Performance and
Awards at the Regional Civil Service Agency of South Sulawesi
Province
Risma Niswaty1, Fitiriani Lengke’ Batara2, Sitti Hardiyanti Arhas3*, Nurfadila4
1,2,3,4Universitas Negeri Makassar, Indonesia

Email correspondence author: hardiyantiarhas@Unm.ac.id

ABSTRACT
This study aims to determine Work Stress in Employees in the Field of Apparatus Performance and Awards at the
Regional Civil Service Agency of South Sulawesi Province. The approach and type of research used are qualitative
research approaches and types of descriptive research, using data collection techniques that are carried out using
observation, interview, and documentation methods. The data analysis techniques carried out are data
condensation, data presentation, and conclusion drawn. The results of the study show that work stress in
Employees in the Apparatus Performance and Awards Division at the Regional Civil Service Agency of South
Sulawesi Province exists because there are tasks that cannot be predicted in number and there are obstacles in their
completion, there are also employees who increase working hours, in addition to the lack of adequate facilities
such as computers, printers and slow internet connections so that it can hinder the work of employees and there
are also employees who Given responsibilities outside their field so that it can cause work stress for employees. In
personal factors, one of which includes family problems, employees who must divide between work and family
responsibilities which cause concentration disorders and difficult time management because they have to divide
work and responsibilities for their families.
Keywords: Stress, Work, Employees

INTRODUCTION
An organization is a group of people who work together systematically to achieve a specific
goal in the organizational structure, members work collaboratively and logically for the
expected results by using the available resources. Organizations come in many forms,
including businesses, government agencies, and nonprofits. An organization is a place where
people come together to achieve a common goal in a systematic, organized, controlled,
planned, and rational way in utilizing resources, including means and infrastructure,
methods, materials, environments, and money, efficiently (Ly, 2024; Waring & Wainwright,
2000; Yu et al., 2022). An organization is considered a led and planned forum that uses
resources efficiently and effectively in achieving its goals.
Human resources are the main driving factor for an organization. When the quality and
quantity of personnel in an organization deteriorate, it has a significant impact on the
organization's goals. For this reason, the organization must be able to implement human
resource management to achieve organizational goals. The definition of human resource
management. Science that regulates the relationship and role of labor in the effective and
efficient utilization, development, and maintenance of human resources (Cooke, 2022;
Strohmeier, 2020; Wood, 2020). Human resource management is an action that must be taken
by an organization or company to achieve its goals by paying attention to the physical and
psychological conditions of its members, which can have a great influence on the quality of
the work of its employees.

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There is no way to avoid stress at work that you can do is manage, manage, or prevent
stress so as not to interfere with your work, everyone must have experienced stress because of
their work (Arhas et al., 2021; Peng et al., 2022; Wu et al., 2021). Everyone must experience
stress according to their roles and functions. Although the level of stress a person experiences
may be small, it can be very disruptive and long-lasting. Work stress can have both a positive
and negative impact on an individual, organization, or office. Positive stress is stress that can
motivate employees to improve their performance to produce the maximum. Stress is
categorized as negative when stress provides decreased results for employee work
productivity (Haeruddin et al., 2022; Peng et al., 2022; Wu et al., 2021).
Work stress has emerged as one of the most pervasive challenges in modern organizational
life. It is recognized as a multifactorial phenomenon that affects employees across different
sectors and job levels, with implications not only for individual well-being but also for
organizational productivity and sustainability. Stress at work manifests when job demands
exceed the individual’s capacity to cope effectively, leading to adverse psychological and
physiological consequences (Colligan & Higgins, 2006). The importance of this issue has been
amplified by globalization, economic uncertainty, and changing work structures that demand
constant adaptability from employees.
In essence, stress is a pressure experienced by individuals, both in the form of work and
other loads, that makes the individual feel burdened and have difficulty completing various
obligations. Based on pre-research observations on December 25 to 26 in the Apparatus
Performance and Awards Field at the Regional Civil Service Agency of South Sulawesi
Province, it was found that several phenomena occurred, namely, the task of the Apparatus
Performance and Awards Field, namely verifying the Regional Apparatus Organization
(OPD) every month in a considerable number, the existence of unpredictable tasks, and the
provision of responsibilities outside the field.
METHOD
This research entitled Work Stress in Employees in the Field of Apparatus Performance
and Awards at the Regional Civil Service Agency of South Sulawesi Province uses a qualitative
approach that is descriptive in a qualitative approach that describes a problem or phenomenon
accurately and in detail that requires an observational study/going directly to the research
location to see and identify the appropriate situation with observation guidelines, interviews,
and supported by research documentation. must describe an object, phenomenon, or social
setting that will be expressed in a narrative writing.
By using this type of research, it is hoped that it can explain the problem of work stress in
Employees in the field of Apparatus Performance and Awards at the Regional Civil Service
Agency of Sulawesi Province which is carried out directly in the field, so that it can be
researched with young people to make more objective observations and can analyze the
research subject according to what is obtained in the field and make a detailed report on the
results of the observations studied.
This research will focus on the work stress experienced by employees in facing the
demands of work in the Apparatus Performance and Awards Field at the Regional Civil
Service Agency of South Sulawesi Province by focusing on several indicators used in this
study, namely: 1) Workload 2) Time urgency 3) Work climate 4) Responsibility. In this study,
it consists of 5 informants who are used in the field of apparatus performance and awards at
the Regional Civil Service Agency of South Sulawesi Province. The data collection techniques
in this study are observation, interviews, and documentation. Then the data analysis
techniques in this study are the interactive data analysis model By Miles et al, three streams of
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activities that occur simultaneously. The flow activities are data condensation, data display
and conclusion (Suprianto, 2024).
RESULT AND DISCUSSION
To find out how work stress is in Employees for Apparatus Performance and Awards at
the Regional Civil Service Agency of South Sulawesi Province. This study uses 5 informants
who can provide valid and accurate information. This study uses 4 indicators put forward
(Çınar-Tanrıverdi & Karabacak-Çelik, 2023; Darwis et al., 2022; Niswaty et al., 2022) namely
Workload, Time Pressure, Work Climate and Responsibility. The following are the results of
data analysis obtained from the research process as follows:
Workload
Workload is the amount of work that an office assigns to employees and how employees
complete their tasks. Excessive workload will usually burden employees with work thoughts
and demands. Excessive workload can have a negative impact. Therefore, it is important for
management to pay attention to the provision of workloads that are in accordance with the
capacity and capabilities of employees.
Workload is several tasks that must be completed by an organizational unit or position
holder. The workload can include a variety of activities such as completing tasks, handling
community requests, and carrying out administrative tasks. For the workload given to
employees to be able to be completed properly, of course, it must be given a load according to
the employee's capacity in the sense of being able to perform their duties. The provision of
workload in accordance with the capacity of employees will be completed properly. However,
if the workload exceeds the capacity of employees, it will affect the performance of (Arhas et
al., 2021; Niswaty et al., 2022; Saleh, 2018, p. 76)
Based on the results of the interviews regarding the workload that has been presented, it
can be concluded that there is a different amount of workload for each employee which is
sometimes unpredictable and there are obstacles in completing their duties, but the employees
are able to complete their tasks well by prioritizing more important work first and referring to
the rules that apply as ASN.
Based on the results of workload observations, there are employees in the apparatus field
who have tasks that cannot be predicted the number of tasks every day, there are also
employees in the performance field who have the task of verifying the data of each OPD with
a considerable amount of data and it is not uncommon to find OPD data that does not match
the proper data.
Thus, the provision of workload given to employees who are able to complete several tasks
that must be completed will have a good impact on the office. A good workload is a balanced
load between individual characteristics and job demands. This is important so that employees
can complete tasks according to their needs. By providing a workload that is in accordance
with their abilities, employees can complete tasks well. The workload given to employees can
be solved properly by assigning a load that is appropriate to their field.
Based on data analysis, it can be concluded that work stress with the workload indicators
owned by employees in the field of apparatus performance and awards at the Regional Civil
Service Agency of South Sulawesi Province with the data collection techniques carried out can
be categorized quite well. This can be seen from the workload owned by employees in the field
of apparatus performance and different awards which sometimes cannot be predicted the
number of tasks and there are obstacles in completing their tasks, but employees are able to
complete tasks well for the number of jobs.
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Workload is one of the main factors most often associated with the onset of work stress.
Increased workload, whether in the form of work volume, tight deadlines, or high-quality
work demands, has direct implications for psychological well-being and employee
performance. The relationship between workload and work stress has been extensively
researched across professions, ranging from accountants, health workers, lecturers, to workers
in the service sector. In general, the literature shows that the higher the workload, the greater
the level of stress experienced by employees (Kazan & Kocamış, 2025; McNeill & Cullington,
2025).
Time Pressure
Time urgency is a situation where employees feel limited by time, such as work with short
completion time. The quality of the results of a job depends on the length of time required.
Employees who are faced with a high workload with short turnaround times can tend to feel
stressed due to the high pressure of the job, which will certainly affect their career in the office.
Based on the results of the interview, it can be concluded that the length of time given to
work on employees in the Apparatus Performance and Awards Field is quite effective.
Although each job has different time demands, and sometimes employees have to increase
working hours as a result of unfinished work or even working outside the office, normally
employees get a long working time according to the level of tasks given so that the work they
have every day can be completed according to the goals or deadlines that are determined.
Based on the results of the observation of time pressure, employees of the Apparatus
Performance and Awards Division have an effective time to complete the work. For example,
in the field of performance for verification tasks, the time given is appropriate, although the
verification task requires additional time due to the number of OPDs that must be verified so
that it is not uncommon for employees to have to increase their working hours, but in that
case, employees can complete it
Employees feel limited by time in completing their tasks in a short time. Workloadequivalent working hours usually results in maximum output. The level of work is completed
at a predetermined time. By maximizing the time available for other work (Jaiswal et al., 2023;
Lim, 2021; Mustafa et al., 2022). By maximizing the time given to employees, they can complete
every task in a hurry so that the work they have every day can be completed properly. Optimal
time is enough time to complete a task well.
In determining the right time to complete a task, it is important to consider how complex
or complex the task is and how urgent it is to complete it. More complex tasks or have a high
level of urgency require more time to be adequately completed. Therefore, good timing must
take these factors into account so that the work can be completed effectively and efficiently.
Based on data analysis, it can be concluded that Work Stress with the indicators of time
urgency owned by employees in the Apparatus Performance and Awards Division at the
Regional Civil Service Agency of South Sulawesi Province with the data collection techniques
carried out can be categorized as good. This can be seen from each job having a variety of
different time demands so that sometimes employees increase working hours if it is urgent,
but employees get a long working time according to the level of tasks given so that the work
they have every day can be completed according to the specified target or deadline.
The impact of workload and time pressure on performance is dual. At moderate levels,
time pressure can improve focus, motivation, and efficiency, thus supporting work
engagement (Schmitt et al., 2015). However, when time pressure becomes excessive,
performance tends to decline, both in terms of accuracy and quality of work (Lee & Ham, 2024)

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From a well-being perspective, high workloads coupled with time pressures are often
associated with increased stress, fatigue, and frustration (Omosehin & Smith, 2019). In the
context of work, excessive time pressure is also associated with decreased job satisfaction and
physical health, including symptoms of chronic fatigue (Silla & Gamero, 2014).
Working Climate
The work climate in the workplace includes an environment that is not conducive, such as
lack of adequate facilities, lack of hygiene, poor ventilation, or lack of handling of occupational
safety. These conditions can make employees feel uncomfortable and it is difficult to work
effectively, which can ultimately increase stress. This can have a negative impact on employee
welfare and productivity.
Based on the results of the interview, the work climate in the Apparatus Performance and
Awards Division shows that some employees feel that there is a lack of facilities such as
computers, printers, and Wi-Fi connections which are sometimes slow due to excessive usage.
However, most employees feel that the work environment is conducive in terms of comfort,
with adequate facilities, maintained cleanliness, good air in the office, and the handling of
work accidents by the work team. This shows that overall, the work atmosphere felt by
employees is quite good, although there are still employees who feel less facilitated.
Based on the results of the work climate observation, it was found that the room of the
Head of Apparatus Performance and Awards was not equipped with a computer. In the field
of discipline and counseling, there is a shortage of printers. However, other facilities are
adequate, cleanliness is maintained, good air, and the availability of a work accident handling
team.
Employees who work in an environment that is not conducive, such as lack of facilities,
cleanliness, ventilation, or work safety, will feel uncomfortable. Workplace conditions have a
direct influence on employee morale in completing tasks assigned by the organization or
office. To achieve this goal, the organization or office must be able to overcome all problems
that can make employees stressed due to an unsupportive work climate. Employees need a
comfortable work environment. Even though employees have high skills in completing work,
if faced with dirty, hot, and unsupportive environmental conditions, employees will
experience difficulties and lose enthusiasm to complete the assigned tasks. The work climate
can also increase employee morale. employees who are in a good work environment can show
initiative to carry out activities and work that are their obligations, and do not hesitate to do
tasks outside the responsibilities (Indiyaningsih, 2020; Karimi et al., 2023; Kim, 2023). A
conducive work climate can arouse employee morale. Those who are placed in a positive work
environment tend to be more initiative. Thus, it is important for the organization or office to
create a conducive work climate and overall employee well-being.
Based on data analysis, it can be concluded that Work Stress with the indicators of the work
climate owned by employees of the Apparatus Performance and Awards Division at the
Regional Civil Service Agency of South Sulawesi Province with the data collection techniques
carried out can be categorized quite well. This can be seen from most employees in the
Apparatus Performance and Awards Division who feel that the work environment is
conducive in terms of comfort, cleanliness, air in the office, and handling of work accidents by
the team. (Haeruddin et al., 2022; Niswaty et al., 2022; Wu et al., 2021). Although there are still
employees who feel less facilitated, overall, the work climate felt by employees is quite good.

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Responsibility
Based on the results of the work climate observation, it was found that the room of the
Head of Apparatus Performance and Awards was not equipped with a computer. In the field
of discipline and counseling, there is a shortage of printers. However, other facilities are
adequate, cleanliness is maintained, good air, and the availability of a work accident handling
team.
Based on the results of the interviews, employees in the Apparatus Performance and
Awards Division understand the responsibilities given because some of them are in
accordance with their respective fields. Teammates also help each other if there are tasks that
are not understood, so that the work of the employees is in accordance with the expected
quality standards. However, there are also employees in the field of Performance who are
given tasks that are not in accordance with their field so that the employee does not understand
his duties well, but over time, of course this is learned so that he can complete his duties
properly and according to his standards.
Based on the results of good responsibility observations, it can be seen from the ability of
employees in the Apparatus and Awards Performance Field to understand the tasks given and
help each other in the team if there is something that is not understood. Although there are
employees who are given tasks that are not from their field, over time the task can be
understood. This ensures that the work of the employees is in accordance with the expected
quality standards, showing good responsibility(Hernandez, 2022; Santos, 2020; Singhal &
Kalra, 2021).
The circumstances of the individual who gets the full task in bearing the risks,
consequences of a job given to him. Employees must be responsible for all the work that is
carried out in terms of understanding their duties well, complete the work correctly and
ensuring that the results of the work are in accordance with the expected quality standards.
This can cause work stress because the burden can cause fear in the process of achieving it.
Employees who understand tasks well tend to focus more on carrying out tasks that are
relevant and important to achieving organizational or office goals. In addition, understanding
that the job is given properly can be completed appropriately, ensuring that the results are in
accordance with the expected quality standards can also increase employee motivation
because employees can see how their contribution impacts the success of the organization or
office. By assigning appropriate responsibilities, employees can feel valued and recognized for
their contributions to the organization (Aliyyah et al., 2021; Choi & Shin, 2017; Sitopu et al.,
2021). It is therefore important for an office to provide clear information about the
responsibilities given to employees to create a more productive work environment that has a
positive impact on employee well-being.
Based on data analysis, it can be concluded that Work Stress with the indicators of
responsibility owned by employees in the Apparatus Performance and Awards Division at the
Regional Civil Service Agency of South Sulawesi Province with the data collection techniques
carried out can be categorized as good. This is seen from the responsibilities obtained in
accordance with the field of each employee. Employees take responsibility that is in
accordance with their field so that employees better understand the tasks assigned to them
and complete them appropriately according to the rules. However, there are also employees
who are given tasks that are not in accordance with their field, but the employee learns and is
able to understand it well.

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Personnel factor
In addition to these four indicators, other indicators were also found that can cause work
stress. Based on observations, there are indicators, namely personal factors, one of which
includes family problems. It was found that during the research there were employees who
had to pick up their children at school during working hours with a considerable distance and
often had to take their children to work. This can lead to concentration disorders, difficult time
management due to having to divide between work and family responsibilities, feelings of
guilt or discomfort towards other employees who feel distracted and worried about disturbing
colleagues.
Various difficulties in family relationships, such as broken relationships and child
problems, are some examples of problems that can cause stress for employees who can go to
the bottom of work. This can lead to concentration disorders, and difficult time management
because you must divide between work and personal problems. Employees who are unable
to divide or balance time and family and work affairs can cause conflict (De Jong & Den
Hartog, 2007; Rachmat & Prasojo, 2021; Sharin & Plutova, 2023). Therefore, it is important for
every employee to be able to divide their time well so as not to cause conflicts or problems that
can cause easy stress, difficulty focusing and persistent work motivation that has an impact on
work productivity (Cascio, 2010; H.a.s.s, 2020; Nuryanto, 2019).
Based on data analysis, it can be concluded that work stress with indicators of personal
factors owned by employees of the Apparatus Performance and Awards Division at the
Regional Civil Service Agency of South Sulawesi Province with the data collection techniques
carried out can be categorized as not good. This is seen from employees who must divide their
time between work and personal problems. Employees who during working hours have to
pick up their children at school and often must bring their children to work. This can cause
concentration disturbances in the workplace which can easily cause stress at work.
CONCLUSION
After conducting research on how stress in Apparatus Performance and Awards
Employees at the Regional Civil Service Agency of South Sulawesi Province, it can be
categorized as light stress. With the Workload indicator, each employee has a different
workload, which is sometimes unpredictable and there are obstacles in completion, but the
workload given has been regulated according to their respective fields, so that each employee
is able to complete the assigned tasks. Time Pressure, the vulnerable time given to employees
is in accordance with the level of tasks given so that the work they have every day can be
completed according to the target or deadline that is determined although sometimes there
are employees who increase working hours if there is a very urgent job. The work climate, in
terms of facilities, cleanliness, air ventilation, and safety is quite good because some employees
in the subdivision feel that there are fewer facilities such as computers, printers, and Wi-Fi
connections that are sometimes slow due to excessive use. However, most employees feel that
the work climate is conducive in terms of comfort with adequate facilities, maintained
cleanliness and good air in the office. The responsibilities given to employees have been
carried out well, even though there are employees who are given responsibilities outside the
field, but the employees are able to understand and complete responsibilities correctly in
accordance with the existing SOPs. One of the personal factors includes family problems. Some
employees have to divide themselves between work and family responsibilities. This can lead
to concentration disorders, difficult time management because you must divide between work

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and family responsibilities, feelings of guilt or discomfort towards other employees who feel
distracted and worried about disturbing colleagues
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